Hi there ,

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Last week, I had a really insightful chat with a long-standing client – someone I've known and worked alongside for over 15 years. They're incredibly senior, a real powerhouse in the GM/Ops space with a track record of scaling companies brilliantly.

But here's the thing: they're looking for a new role.

And they're petrified.

It stopped me in my tracks for a moment.

Someone so accomplished, so clearly capable, facing the daunting prospect of job searching for the very first time in their career.

They've never really had to interview for a job, ever.

Their career has been one of consistent progression within organisations.

I asked what scared them the most about this new chapter.

Their answer was raw and honest: the fear of being up against people they perceive as "better," and the hesitation to even apply for roles where they don't tick every single box on the job description.

This conversation was a powerful reminder for me, and I wanted to share it with you, especially if you're currently on the hiring side of the table.

My client's apprehension highlights a crucial lesson for how we approach finding talent: 

The perfect candidate rarely exists, and our focus should be on potential and core capabilities, not a checklist.

Think about it from your perspective as the hiring manager:

When writing job descriptions and adverts: 

• Are you creating an exhaustive wish list that might deter potentially brilliant candidates who don't meet every single item on your shopping list?
• Could you focus more on the core skills and the impact you're looking for?

When reviewing CVs: 

• Are you automatically discarding candidates who don't tick every single box, potentially missing out on someone with invaluable experience and transferable skills?
• Could you look beyond the exact wording and consider the breadth of their achievements?

When interviewing: 

• Are you so focused on matching candidates to a rigid set of requirements that you're overlooking their potential to learn, adapt, and bring unique perspectives to your team?
• Are you creating an environment where even highly experienced individuals feel comfortable and valued?

My client's fear of not being "good enough" despite their impressive track record underscores the importance of looking beyond the surface.

Someone might not have the exact title or industry experience you initially envisioned, but their underlying skills in scaling operations, their strategic thinking, and their leadership abilities could be precisely what your company needs.

Let's challenge ourselves to be more open-minded in our hiring.

Let's focus on the core strengths, the potential for growth, and the genuine enthusiasm a candidate brings, rather than solely on whether they tick every single box. We might just find our next brilliant team member in the most unexpected place.

Happy Hiring!

Helen

P.S. Ready to rethink your hiring approach and find those hidden gems? Let's chat about optimising your job descriptions, CV review process, and interview strategies. Reply to this email or book our hiring strategy call here.