When was the last time you stopped to question your job requirements?

We're not talking about the basics (yes, your software developer should probably know how to code). We're talking about those rigid, default line items—the years of experience, the specific credentials, the industry background you think you need.

Take this example:

"Must have 5+ years of experience in chemical sales."

Sounds reasonable, right? But ask yourself:

• Why five years?
• What does someone learn in five years that they couldn't in two?
• Are we rejecting people who could be just as successful (or more) because of an arbitrary number?

The Problem with Inflated Requirements

In a tight talent market, overly strict qualifications shrink your pool unnecessarily. You're not just filtering out underqualified candidates. You're potentially filtering out:

• High-potential candidates who learn fast
• Career changers with transferable skills
• Loyal hires who stick around longer because they grow with you

What’s worse: inflated qualifications can damage your employer brand. When job seekers see unrealistic requirements—especially for so-called "entry-level" roles—they assume your company lacks clarity, flexibility, or empathy. That frustration shows up in social media, reviews, and declining application rates.

Experience Isn’t Everything

We’re not saying experience doesn’t matter. We’re saying that experience isn’t a perfect predictor of success.

Years in the field can mean exposure, but not necessarily growth. One person’s five years might be five years of coasting—another’s two years might be packed with challenge, learning, and momentum.

What matters more?

• Can they do the job well?
• Will they thrive in your company environment?
• Are they aligned with your goals and culture?
• Do they demonstrate learning agility and potential?

The best hire isn’t always the most experienced. Sometimes it’s the most adaptable, the most coachable, or the most driven.

Rethink the Role, Redefine Success

When companies shift from default job requirements to performance-based hiring, the game changes.

Instead of asking:

"Who has 5+ years doing this exact job?" Ask: "What does success in this role actually look like, and how do we measure it?"

This approach:

• Uncovers high-quality candidates you may have overlooked
• Creates more inclusive access for non-traditional talent
• Focuses your team on results, not credentials

And it pays off. Teams that adopt performance-based criteria often report higher job fit, longer retention, and improved team culture.

How HireScore Helps

At HireScore, we help companies define what success actually looks like for each position.

Then, we build a process around it:

• Customized assessments tied to job-specific skills and traits
• Predictive scoring models that factor in whole-person fit
• Structured interviews that align with performance goals

We also provide real-time insights to track how your hires perform at 1, 3, and 5 years—so your team can continuously refine your process.

Whether it’s adjusting weighted scoring, tweaking an assessment, or redefining what "success" means as your business grows, we help you continously improve hiring accuracy.

The next time you write or review a job posting, pause and ask:

• Do we really need that degree?
• Do we really need 5+ years?
• Or do we just need someone who can do the job and grow into it?

Rethinking your minimum qualifications might be the key to unlocking a wider, better, and more loyal talent pool.

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