First published in The Hardware Journal, August 2025.
A client told us they’d know the right person when they saw them. They interviewed six very different candidates and hired none. The problem wasn’t a shortage of talent. It was a lack of clarity.
What the phrase really means
It usually tells me the business hasn’t agreed internally on what it needs. One manager wants experience, another wants energy. One wants a technical specialist, another a people person. Vague or recycled job descriptions pass that confusion on to the market. Criteria like “good communicator” or “commercially aware” describe almost everyone, so they filter no one.
We once saw a store manager role whose main requirement was being “a people person”. Candidates couldn’t tell whether they’d lead five staff or fifty, or whether the job was stock, strategy or both. The right people never applied.
What it costs
Interview a stream of mismatched profiles and good candidates lose interest, offers slip and roles stay open for months. Lean too hard on gut feel and you risk rejecting a strong candidate who doesn’t match the picture in your head, or hiring someone charismatic who can’t do the job.
One client passed on a candidate with no hardware background but more than ten years running fast-paced teams and growing a multi-million-euro store. A competitor hired them, and they’re performing well. The original role is still open.
Be focused, not rigid
Agree the non-negotiables before you go to market: what this person must do to deliver. Clarity gives you a better ad, sharper interviews and faster decisions.
Read the full article in The Hardware Journal
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