Imagine the following job ad:
“We’re looking for a self-driven yet team-oriented leader who is both creative and extremely structured. You have at least 10 years of experience in a field that barely existed five years ago. You’re a natural problem solver, quick, stress-resistant, and charismatic, with strong integrity. You speak three languages fluently, are experienced with agile methods, AI tools, and ESG strategies. Preferably under 35.”
Sounds absurd, doesn’t it? Yet it’s not far from many real job postings out there. In the pursuit of the “perfect candidate,” we seem to have lost touch with reality. What are we actually looking for — a human being or a myth?
When the Dream of Perfection Becomes an Obstacle
Behind every job posting lies a team or organization with real needs. But in trying to find someone who can “do it all,” we often miss what truly matters. We overshoot the goal — and in the worst cases, sabotage our own chances of hiring the right person.
Often, the job requirements list is a compromise. Someone wants someone responsible. Another wants someone who understands the systems. A third wants someone who lights up the break room. The result? A Frankenstein profile — a monster of contradictory demands, born out of the fear of hiring wrong.
But the person being sought doesn’t exist. At least not in the form hoped for. And even if they do, they’re probably not looking for a job. They’re choosing their projects.
The World of Impossible Combinations
Let’s look closer at some common contradictory requirements:
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Creative yet structured – Most people lean toward one or the other. Demanding both equally is like asking for fire and ice at the same time.
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Independent yet team-oriented – Sure, there can be balance. But most candidates are wired more strongly one way.
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Senior experience, junior salary – You don’t get 15 years of experience at an entry-level price. That equation doesn’t work.
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Loyalty but immediate availability – Companies want someone to “hit the ground running” but also “stay long term.” Rarely compatible.
These lists eventually read more like political manifestos than real job ads: everyone wants everything, but reality has other plans.
Why Does This Keep Happening?
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Fear
Hiring is expensive. Hiring the wrong person is even more so. To minimize risk, companies overcompensate — trying to “check every box.” The result: nobody gets hired. -
Internal confusion
Different departments want different things. HR has its checklist, the line manager another, the team a third. Instead of prioritizing, everything ends up on the list. -
Status signaling
Some companies want to seem prestigious by listing high standards. But what does “the best” actually mean? That definition is often missing. -
Template copying
Some job ads come from outdated templates or are AI-generated. But each recruitment is unique and requires clarity about what’s truly needed.
The Consequences?
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You scare off the right people
The best candidates are often the most self-critical. If they don’t meet 100% of the criteria, they won’t apply. Meanwhile, the overconfident ones do. Who do you really want? -
You hire the wrong match
People aren’t static skill packages. Someone might check every box and still not fit your culture. Another might be missing a few skills — but be a long-term star. -
You lose time and momentum
The longer hiring takes, the more strained your team gets. Projects slow down. And sometimes the process becomes so overwhelming that you simply stop recruiting.
A Better Approach: Potential Over Perfection
What if we recruited based on a few other parameters instead?
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Willingness to grow – A curious, hungry person will grow into the role — maybe even beyond it.
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Values and purpose match – Shared purpose often beats skillsets in the long run.
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Relevant, not complete, experience – What does the person absolutely need to know from day one? What can be learned?
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Cultural fit – Does the person communicate, act, and collaborate in a way that fits our team?
But this requires something many organizations lack: the courage to trust their intuition, and the capacity to coach and develop people.
Reality Is a Compromise — and a Beautiful One
The people who make the biggest difference in organizations aren’t superhumans. They’re those with enough of the right traits, given the chance to evolve.
Think of the best coworkers you’ve had. Were they perfect on paper? Probably not. But they could solve problems, lift others, and show up when it mattered.
They might not have fit the job ad — but they fit real life.
It’s Not You, It’s the Requirements
If you're job-hunting and reading ads that make you feel inadequate: it’s not you. It’s often the ad that’s flawed. Apply anyway. Trust that there are companies that care more about who you are than how many boxes you tick.
And if you’re the one writing job ads: challenge every line. Is it essential — or just ideal? Is it a must — or can it be taught?
Final Reflection: Hiring Is Not Shopping
When you buy a machine, you can demand exact specs. But people aren’t machines. They’re relationships. Opportunities. Unexpected discoveries.
So we need to rethink. Stop chasing the myth of the perfect candidate and start looking for real people with real potential.
Because it’s not the one who checks the most boxes that changes the game.
It’s the one who makes the boxes feel too small — and dares to expand them.
By Chris...