​Striking the Right Balance: The Pitfalls of Not Being Flexible for Your Applicants
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Posted on 16 February 2024

While it's natural for employers to seek the best fit for their teams, being rigid in your requirements in job adverts can have unintended consequences. This blog explores the reasons why employers should exercise caution and strike the right balance when outlining requirements for prospective candidates.


Narrowing the Talent Pool:

Perceived lack of flexibility in job adverts can inadvertently limit the pool of qualified candidates. When job requirements are overly stringent, it may discourage highly skilled individuals who possess the core competencies needed for the role but may not fulfill every single criterion listed. This narrowing effect can result in missed opportunities to bring diverse perspectives and valuable skills to the team.


Deterring Top Talent:

The most sought-after candidates often have multiple options when it comes to job opportunities. If you're not seen to be offering flexible options you, may discourage top talent from applying. Highly qualified individuals may perceive such demands as unreasonable or indicative of a workplace that doesn't value a candidate's potential.


Impact on Diversity and Inclusion:

Striking a balance in job requirements is crucial for fostering diversity and inclusion in the workplace. If you're not flexible in your working patterns, or experience required, you may inadvertently exclude candidates from underrepresented backgrounds, those who have taken non-traditional career paths, or those with additional responsibilities. A more inclusive approach to job requirements can contribute to a diverse and vibrant workforce.


Lengthening Time-to-Hire:

Lack of flexibility in job applications can prolong the recruitment process. When employers set unrealistic expectations, it may take longer to find a candidate who meets all the specified criteria. This extended hiring timeline can result in delayed project timelines and increased workload on existing team members.


Negative Impact on Employer Brand:

A practice's reputation is closely tied to its employer brand. Job applicants may share their experiences during the application process, and unreasonable expectations can lead to negative reviews or word-of-mouth that discourages potential candidates. A negative employer brand can make it challenging to attract top talent in the future.

While it's understandable that practice owners want to find the best fit for their teams, making excessive demands in job applications can be counterproductive. Striking the right balance by focusing on essential qualifications and being open to diverse experiences can broaden the talent pool, attract top candidates, and contribute to a more inclusive workplace. Ultimately, a thoughtful and realistic approach to job requirements is key to building a strong and dynamic team.

If you're struggling to recruit for your open position, let's have a chat about possible ways to change your requirements

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