You’ve been searching, interviewing, and reviewing resumes for weeks—maybe even months—but you just can’t seem to find the right candidate for the job.
You’re looking for the one: the person who checks every box, fits seamlessly into your work environment, and makes you feel like you’ve struck hiring gold.
So, what do you do when that perfect candidate just isn’t showing up?
At Stratice, we understand the frustration of an extended hiring process. But here’s the thing—sometimes, the best hire isn’t the one who looks flawless on paper. Sometimes, it’s about reevaluating what “perfect” really means.
Let’s talk about how to pick the right candidate for the job by shifting your approach and how we can help you make it happen.
Reevaluate Your Definition of the “Perfect” Candidate
Many hiring managers make one of the common mistakes of setting out looking for a unicorn—a candidate with the ideal mix of skills, experience, and personality. But what if that person doesn’t exist? Or what if they’re out there but already thriving in another role?
Instead of searching for perfection, focus on potential. A candidate with the right mindset, adaptability, and cultural fit can often outshine someone with a pristine resume but no passion for growth. Soft skills, enthusiasm, and a willingness to learn can make a candidate invaluable in the long run.
At Stratice, our talent experts dig deeper than resumes and cover letters. We assess not just a candidate’s technical abilities but also their problem-solving skills, leadership potential, and how they’ll mesh with your team.
Assess Skill Set vs. Culture Fit
Which matters more—a candidate’s technical skills or how well they integrate into your company culture?
Hint: We talked about this in our last blog. Check it out for more insight into hiring for skill set or culture fit!
The answer depends on your industry, team dynamics, and long-term goals.
- If the role requires niche expertise, skills might take priority.
- If teamwork and collaboration are key, culture fit could be the deciding factor.
- Ideally, you find a balance—someone who meets your job description requirements but also enhances your team dynamic.
Stratice takes a holistic approach to hiring, evaluating both job interview performance and cultural alignment. Our goal is to help you hire people who will thrive in your environment, not just check off requirements.
Adjust Your Hiring Expectations
Are you setting the bar so high that no other candidates even stand a chance? While high standards are great, an unrealistic wish list could be keeping you from hiring a great employee.
Try separating “must-have” qualifications from “nice-to-have” skills. If a candidate lacks one or two preferred qualifications but excels in key areas, they might still be worth considering. Remember, many skills can be taught, but work ethic and adaptability often can’t.
At Stratice, we guide business owners and hiring managers in refining job descriptions to attract the right talent. Sometimes, tweaking a few expectations can open the door to incredible new hires.
Consider Internal Talent and Upskilling
Before searching externally, ask yourself, “Is there someone on your team who could grow into this role?” Investing in professional development and internal mobility can be a powerful way to fill a position while boosting employee retention.
Stratice can help you explore all possible hiring avenues, including internal candidates, ensuring you don’t overlook high-potential employees already in your organization.
The Right Candidate is Out There—Let’s Find Them Together
Hiring can be tough, but you don’t have to do it alone.
Stratice is here to help you refine your hiring process, identify high-potential candidates, and streamline your job interview strategy.
Let our hiring experts help you find the candidate that you’ve been searching for. Partner with Stratice today, and let’s find the perfect fit for your team, together.
