“Trevor, it seems that lots of employers and recruiters want to hire unicorns. Why won’t they consider candidates with potential?”
Ah yes, the mythical unicorn.
The IT professional who codes like a Google engineer, strategises like a McKinsey consultant, leads like a Fortune 500 CEO and is happy to do it all for mid-range market salary.
Or the Senior Project Manager who has a financial services background with experience in cards, mortgages, credit risk and all other secret banking stuff.
The problem? Unicorns don’t exist. They don't.
Yet, time and time again, hiring managers hold out for one. They post job descriptions that read like a wish list to Santa, blending three roles into one, requiring expertise in technologies that only launched last year and expecting “10 years of experience” in tools that have only been around for five.
And what happens while waiting for this mystical creature to appear?
- The existing team burns out 'leaning in' to cover the gaps.
- Business needs go unmet, delaying projects and innovation.
- Suitable and available talent gets snapped up by competitors.
- Employers lose more fed-up and overworked staff
Here’s a radical idea: hire people, not mythical creatures.
Instead of chasing unicorns, focus on hiring smart, adaptable professionals who can learn, upskill, and grow into the role. Design your hiring process to assess potential, not just a rigid checklist of skills.
To hiring managers: Your dream candidate is probably out there - just not in the way you imagined. Invest in people who can evolve with your business rather than waiting for a fictional character to show up.
To recruiters: It’s ok to push back. When hiring managers describe their “must-have” candidate, don’t be afraid to say, “That’s a unicorn, mate. Let’s talk about real humans who can actually do the job.” Advocate for great candidates with potential - you might just help create the next industry leader.
Because let’s face it: Unicorns aren’t real. But great hires? They’re everywhere.
Comments