Hiring for Potential not Perfection

In a perfect world, that we all like to think exists, every candidate would check every box on the job description. But hiring only for perfection may be holding your business back. If this is you, then it is time to rethink the job description, focus on potential, and embrace growth-focused hiring strategies.

Many job descriptions today resemble wish lists rather than strategic hiring tools. Requiring 8+ years of experience, 15 niche tools, and “startup hustle” is often unrealistic and limiting. This approach can be costly to your hiring process; top candidates won’t apply if they don’t meet every bullet point (especially underrepresented groups) and roles stay open longer which will be delaying team productivity and growth.

Hiring high-potential candidates can often bring more long-term value than “perfect-fit” hires because They learn fast and adapt well, They stay longer when invested in and They bring new perspectives, not just the same playbook from another company. According to LinkedIn, employees who make internal moves within two years are 75% more likely to stay than those who don’t.

How to Rethink your Job Description

• Distinguish Must-Haves from Nice-to-Haves

Ask yourself: What skills are truly essential on day one—and what can be trained or developed?

• Focus on Outcomes, Not Just Tools

Instead of listing every platform or language, describe what the role needs to achieve.

• Highlight Growth Opportunities

Show candidates how they’ll grow in the role, not just what they’ll be doing as this attracts ambitious, motivated talent.

• Use accessible language

Avoid jargon, aggressive phrasing and unrealistic expectations. This encourages more diverse applicants and fosters equity from the start.

In today’s job market, waiting for the “perfect” candidate could mean missing the right one. When you hire for potential, you invest in growth - not just for your new team member, but for your business as a whole.

Don't just fill seats. Build futures.