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The thing is that when you’re hiring, assuming you have some autonomy in the process, your ‘minimum requirements’ are always somewhat negotiable. If someone is

The thing is that when you’re hiring, assuming you have some autonomy in the process, your ‘minimum requirements’ are always somewhat negotiable. If someone is truly amazing in an important skill that you need, but doesn’t meet some other so-called requirements, you very well might hire that person, even choosing them over others that do meet all the ‘requirements’. At the same time, you do want to establish some sort of minimum bar so you aren’t swamped with wildly underqualified applicants. You just hope the exceptional people will realize that they’re exceptional and that exceptions can always be made. It’s a difficult balance to get right. That said, I totally understand the frustration. These should not be called requirements, since they aren’t really, but this is just how life works. You’re better off adjusting to the fact that there’s always wiggle room than becoming bitter about it.

0xDEFC0DE 7y ago
If you need general talent like that, make a general talent job posting or put a message with a generic jobs@company email address at the top of your job board. That signals that you're willing to consider people who don't currently meet any requirements on any of your jobs. That also gives you the option to shut it down if general hiring has to freeze or you stop having the time to review general talent because you need to prioritize hiring for specific roles. I really think that for a lot of positions out there, there really are very few requirements actually needed (e.g. security clearances, certificates). Everything else really falls under ideal or nice-to-have. Requirements changing based on the candidate means they can probably be reduced or eliminated entirely. That might even increase the talent pool that you can choose from by inviting others to apply. Hell, maybe we can start putting the same effort into writing good job ads that candidates put into their resumes, cover letters, and interviewing skills. It'd be nice to have some reciprocation in the effort department.

0xDEFC0DE 7y ago

If you need general talent like that, make a general talent job posting or put a message with a generic jobs@company email address at the top of your job board. That signals that you're willing to consider people who don't currently meet any requirements on any of your jobs. That also gives you the option to shut it down if general hiring has to freeze or you stop having the time to review general talent because you need to prioritize hiring for specific roles. I really think that for a lot of positions out there, there really are very few requirements actually needed (e.g. security clearances, certificates). Everything else really falls under ideal or nice-to-have. Requirements changing based on the candidate means they can probably be reduced or eliminated entirely. That might even increase the talent pool that you can choose from by inviting others to apply. Hell, maybe we can start putting the same effort into writing good job ads that candidates put into their resumes, cover letters, and interviewing skills. It'd be nice to have some reciprocation in the effort department.