The Perfect Candidate is a Myth...So Stop Looking For Them

Stop chasing unicorns. In Yorkshire’s competitive recruitment market, waiting for the “perfect” candidate slows hiring and productivity, and risks losing talent to faster-moving competitors. Focus on those must-have skills, act quickly, hire for potential, and you’ll secure stronger, long-term hires without getting stuck in perfection mode.

We understand - you've got a requirement in your business and you want the ideal fit for the role. But too often, we see hiring managers not thinking long-term. What does that role look like in a year's time, for you and your new hire? 

 

Need-To-Knows

The “perfect candidate” is often an unrealistic target that slows down hiring. Super strict job descriptions limit your talent pool and can extend recruitment timelines. Flexibility in the skills, experience, and background you’re open to can help you find talented hires faster. The Yorkshire recruitment market is competitive - the businesses that adapt their hiring strategies win. Hiring for potential can deliver longer-term success than hiring for a perfect CV.

 

Our 5 Top Tips 

Focus on your must-haves, not the nice-to-haves: separate essential skills from those that can be taught or developed in role.

Act fast(er): top candidates in the Yorkshire recruitment market can be gone in as little as two weeks.

Think beyond your industry: transferable skills can be just as valuable as direct experience. Sell the opportunity: your job description should get your candidates excited, not just list duties.

Look for growth potential: an adaptable, ambitious candidate can outshine a static “perfect” hire.

 

Why Hiring For Potential Can Change The Game

In today’s Yorkshire recruitment market, speed and adaptability in your hiring process are critical. The average UK time-to-hire sits at around 32–36 days. In a market where competitors are moving faster, even small delays mean losing top talent. Businesses that hold out for a “perfect” candidate can find themselves stuck for months, losing productivity, revenue, and team morale.

Your competitors aren’t waiting. They’re interviewing, making offers, and getting candidates onboarded before you’ve even shortlisted. If your recruitment process is stuck in perfection mode, you’re not just missing out – you might be falling behind.

 

What Causes Delays in Hiring Processes?

Here are the most common reasons companies get trapped in the perfect candidate myth:

Overloaded job descriptions: asking for every skill under the sun.

Research shows 73% of UK employers now prioritise skills over credentials like degrees or sector experience, as skills-based hiring is up to 5× more predictive of performance than education. 

Over-reliance on sector-specific experience: overlooking candidates with transferable skills.

80% of UK employers report difficulty finding the right skills, with 43% of vacancies classed as “hard to fill.” Transferable skills can help plug those gaps.

Lengthy approval processes: Too many steps to get a candidate offer confirmed can cause delays, and great candidates can accept offers elsewhere.

UK candidate drop-off rates can reach 71%, often due to slow internal approval or poor candidate communication. 

Unrealistic salary-to-skill expectations: expecting premium talent without a competitive offer.

57% of UK employers cite candidate salary expectations as a critical hiring hurdle, and almost half of recruiters believe job seekers’ expectations are out of sync with market realities 

 

How to Write Better Job Descriptions

• Start with the role’s purpose, not just a task list.
• Identify 3–5 truly essential skills or qualifications.
• Highlight any opportunities for growth and development.
• Use clear and engaging language, avoiding corporate jargon.
• Include salary and benefits to attract more candidates.
• Position your culture and your values as a selling point.
• Don’t recycle old adverts without reviewing them for relevance.

 

Quick Fixes

1. Review your job descriptions today: cut anything non-essential.

2. Shortlist faster: commit to same-week interview scheduling.

3. Talk to your recruiter: get honest feedback on market conditions.

4. Be flexible: if a candidate ticks 80% of the boxes and has the right attitude, meet them.

 

FAQs

Q: What if a candidate doesn’t have all the skills we want?

A: If they meet the essential criteria and have the right mindset, they can often learn the rest quickly.

Q: Is it risky to hire outside our sector?

A: Not if you focus on transferable skills. Many successful hires in the Yorkshire recruitment market come from different industries.

Q: How can I make sure I’m not lowering standards?

A: By defining clear “must-have” skills and measuring candidates against them consistently.

Hiring for potential pays off: the average cost of a bad hire in the UK is estimated at £50,000, while bringing in high-performers can lift profit by up to 67%. 

 

Get Help With Your Hiring Process

If your hiring process has stalled while you wait for the perfect person, it’s time to rethink your approach. Sewell Wallis specialises in finance, HR, and business support roles across the Yorkshire recruitment market, and can help your business hire smarter, faster, and with confidence.

Let’s find your next great candidate. Talk to our team today to get started.