The perfect non-existent candidate: portrait

We at Lucky Hunter work with a large number of clients: these are large IT companies from all over the world, promising startups, and projects launched on the basis of well-known leaders in the IT market.

Each vacancy is unique, that is why we approach each job opening individually. Yet, there is often one thing that unites many clients - the desire to find the perfect candidate.

Who is this "perfect candidate" and is it really possible to find them? Let's hunt down a question in the article.

The very same candidate: basic characteristics

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In most cases, the ideal candidate looks something like this: he/she is a specialist with a vast background, who is so passionate about his/her job that, for the sake of a cool and inspiring project, he/she is ready to receive a salary much lower than the market one. An important attribute of an ideal candidate is being a hot-eyed specialist with high motivation, even if it's a Senior-level developer with 15 years of experience.
Often, the ideal candidate simultaneously has a set of diverse skills: he/she is a good analyst, and a specialist who perfectly finds a common language with people, knows how to manage teams and projects at the same time.
In a word, this is a kind of magical creature that lives somewhere in Narnia, and even then, most likely, is already working in another project and is unlikely to agree to leave it, because ideal specialists don't do that =)

Are there such candidates in reality?

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We always tell our clients that there are no perfect candidates. There are the most suitable ones, and most likely it is almost impossible to find a specialist who perfectly meets all the requirements and at the same time is satisfied with the working conditions.
Still, you may hit the jackpot and find the "right" candidate, but, unfortunately, most likely only for the reason that the candidate doesn't know his/her true value in the market, and therefore seemed to you so undemanding, motivated and at the same time qualified.
There are usually two outcomes in such stories: either your candidate will quickly burn out and become disappointed in the profession, or he/she will quickly find a project for better conditions, because the IT market is the candidate's market, and if this is a really good specialist, he/she will receive new offers on a regular basis.
It turns out that trying to find the perfect candidate can harm you to some extent, because you run the risk of doing the hiring work for no reason, starting the troublesome search for a specialist again.

How to form a candidate profile correctly?

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First of all, remember: a bird in the hand is worth two in the bush. Most likely you do not need it, especially if your position involves the implementation of ordinary tasks, which not the most "star" candidate is likely to cope with.
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Secondly, put in perspective your capabilities. Remember that in the IT market, the candidate chooses the company and not vice versa. Therefore, if you can't offer competitive conditions, reduce the requirements for a specialist. There is no other way.
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And finally, be specific about who you are looking for. Do you need someone who has more advanced soft skills or hard skills? What do you mean by communicative, responsible, stress-resistant? What skills are must-have for you, and what are you willing to sacrifice for the sake of hiring a worthy specialist?
These tips will help you build a candidate profile correctly, but they are unlikely to get you any closer to hiring the perfect candidate because there are no such candidates. Remember this.
And if you need help, contact Lucky Hunter. We will help you with the candidate profile building and find the most suitable specialist for you!
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