Why It’s Time to Rethink ‘Must-Have’ Requirements on Job Descriptions

If your hiring process feels slow, and you’re not finding the right candidates, the problem might be hiding in plain sight: your job descriptions. More specifically, it may be in the long list of rigid “must-have” requirements.

It’s natural to want the perfect candidate: someone who checks every box. has every credential, and fits seamlessly into your team. But in today’s job market, overly strict job criteria may be doing more harm than good. In fact, they might be filtering out excellent candidates before you ever get a chance to meet them.

Here’s why it’s time to rethink the way you write requirements and how a more flexible approach can lead to stronger, more successful hires.

1. The Best Candidates May Not Meet Every Requirement (And That’s OK)

Top performers don’t always come with a traditional résumé. They may have learned on the job, taken non-linear career paths, or built skills in unconventional ways. However, when a job description requires a specific degree, a certain number of years of experience, or exact software proficiency, those exceptional candidates often don’t even apply.

Instead, focus on what the role truly needs. What skills are required from day one, and what can be taught? Group your job qualifications into “must-haves” and “nice-to-haves,” and be honest about the difference.

2. Strict Criteria Reinforce Bias, Even Unintentionally

When requirements are too narrow, they often reflect unconscious bias, excluding capable candidates from diverse backgrounds. For example, insisting on an elite university degree or experience at a Fortune 500 company can overlook talented people who didn’t have access to those opportunities.

Prioritize competencies over credentials. Consider transferable skills, growth potential, and adaptability. You’ll broaden your candidate pool and build a more diverse and inclusive team.

3. Rigid Requirements Can Cost You Time and Talent

The more restrictive your job posting, the fewer applicants you’ll get. That leads to longer hiring timelines, more open roles, and greater pressure on your current team. Plus, in a tight labor market, great candidates won’t wait around. If your process moves slowly or feels unwelcoming, they’ll move on.

Streamline your criteria and make it easy for candidates to see themselves in the role. Use clear, engaging language and emphasize what success looks like rather than just what credentials are required.

4. The Right Fit Isn’t Always the Right Résumé

The most successful hires often come from candidates who were a little outside the box—people who brought a new perspective, had strong problem-solving skills, or fit your company culture in ways you didn’t expect.

Hire for potential, not just experience. A candidate who’s excited to grow, learn, and contribute can outperform someone with a perfect résumé but little engagement.

Great hiring starts with great job descriptions. By removing unnecessary barriers and reevaluating your “must-haves,” you attract a broader, more talented applicant pool and position your team for long-term success.

Talk to the team at CornerStone today.

The post Why It’s Time to Rethink ‘Must-Have’ Requirements on Job Descriptions appeared first on CornerStone Staffing.