blog
Posted On Monday, September 9, 2024
Author: David Armitage (Technical Director)
Ever heard the saying "Perfect is the enemy of good"? Well, in the world of recruitment design, this couldn't be more true. Let's dive into why striving for perfection might actually be sabotaging your hiring success and how a balance of creativity and practicality can lead to better outcomes.
If you're a recruiter or hiring manager, you know that trying to craft the perfect job ad, career page, or onboarding process can extend timelines indefinitely. There’s always one more tweak to make or one more feature to add. But let's be real—perfectionism can be as restrictive as a micromanaging boss.
Think about it: Is there any candidate out there who’s flawless? Probably not. Even the most qualified applicants have their quirks and learning curves. So why expect perfection in your hiring materials? Just like the products and services we encounter daily—cars that need gas, computers that crash, or bread that goes stale—nothing is perfect, and that's okay.
Perfectionism can actually hinder your recruitment efforts. Imagine waiting to launch a job ad because you're agonizing over every word. Meanwhile, potential candidates are slipping through your fingers. In recruitment, speed is often more critical than perfection. The job market moves fast, and so should you.
Focusing too much on creating the "perfect" job description or career page can distract you from the real goal: attracting the right candidates. When you aim for perfection, you might lose sight of what's truly important—clear communication and a compelling call to action. It's like trying to build the world's most beautiful car but forgetting to put an engine in it.
Instead of obsessing over perfection, aim for progress. Start with a simple, functional job ad or career page. Get it out there, gather feedback, and then refine. This iterative approach allows you to adjust based on real-world reactions rather than hypothetical scenarios. Plus, it gets you to market faster, attracting candidates and filling positions sooner.
No one’s going to notice that extra comma you debated for an hour. What candidates care about is clarity—what’s the job, what’s the pay, and what’s the culture like. They won't compare your current job ad to a previous version they never saw. They just want to know if they should apply.
In recruitment, "good enough" really is good enough. Your goal should be to create clear, engaging, and functional materials that get the job done. Overly perfecting every detail can lead to delays and missed opportunities. Focus on the essentials: a straightforward job description, an easy application process, and a welcoming company culture.
Work iteratively. Launch your recruitment campaigns quickly, gather feedback, and refine. This approach not only saves time but also keeps you in tune with what candidates actually want. It’s a much better strategy than hiding in a bubble, perfecting something that might not even matter.
So, ditch the quest for perfection. Instead, aim for clarity, functionality, and speed. In the fast-paced world of recruitment, these qualities will serve you far better than any overly polished piece of content. Remember, "good enough" can often be more effective—and more appreciated—than "perfect."