Hiring often breaks before advertising begins: requirements, interview criteria and decision-making are not aligned.
The problem starts before the search
Too many stakeholders can add conflicting requirements. Interviewers may assess against different criteria, rigid requirements may lack business rationale, and fragmented processes can exhaust senior candidates.
The results described include longer vacancies, withdrawals, wasted internal time and delayed business outcomes.
Replace the unicorn brief
Ask what a stated requirement changes in practice. A decade of experience may not create a meaningful difference from a high performer with less time in role.
Apply the same test to language, industry, management and location requirements. Focus on outcomes, skills and value created.
A senior search example
The original article recounts an anonymous Country General Manager search lasting over 18 months, with shifting expectations, multiple decision-makers and slow feedback. The company and case details are not identified; confirm the example before republishing.
Prepare before posting
Separate essential requirements from preferences and connect each to a business outcome.
Agree who interviews and who provides input. Use coordinated or panel interviews when appropriate.
Review the candidate journey: clear steps, timely decisions and useful feedback build confidence.
The payoff
Clearer briefs can improve candidate alignment and reduce process friction for companies, candidates and TA/HR teams.
The core point: think clearly before searching harder. The article's consultation call to action is retained in a single concise form.