Less is more: Why fewer requirements attract more applicants
I see it time and time again in my practice: companies struggle with a shortage of applicants and at the same time complain about the quality of the applications they receive. Positions remain unfilled for a long time—and frustration grows on both sides. It is often worth taking a critical look at the job advertisements. Many of them contain a list of requirements that is more likely to deter than motivate. This results in the loss of valuable potential that companies urgently need.
The trend in the world of work is clearly moving in a different direction: away from perfect qualifications and toward learning ability, motivation, and the desire to develop. Especially in times of change, when job profiles are constantly evolving, adaptability is more important than formal qualifications. This is precisely where companies have a great opportunity to actively counteract the shortage of applicants and build sustainable teams in the long term.
1. Shortage of applicants: The problem often lies in the job advertisement
The job market has changed—and not just since yesterday. Demographic change, a declining number of qualified specialists, and the increasing willingness of the few applicants to change jobs are intensifying the competition for talent. Added to this are the changing demands of applicants: meaningfulness, development opportunities, and a good working environment often take precedence over status and salary today.
In this environment, companies need to be more proactive in their efforts to attract applicants. But many are doing exactly the opposite. Their job ads act as barriers to entry: long, overloaded, and characterized by requirements that describe the "perfect" candidate—and not the realistically available one. Yet perfection in recruiting today is a real conversion killer. It is worth focusing on what people can bring to the table rather than what they do not (yet) have.
2. Why high requirements are off-putting—especially for career changers
People with potential but without the "ideal" resume often feel discouraged by excessive requirements. Career changers in particular—who represent a valuable target group in times of skilled labor shortages—often abandon the application process as soon as they see the job ad. People with a migrant background or from other industries are also often unintentionally excluded by rigidly defined requirements.
This is not due to a lack of interest, but rather to the feeling that"I don't meet all the requirements, so I'd rather not bother."This way of thinking is human—but it means that qualified and motivated people fall through the cracks before they even get a chance. This is a missed opportunity, because it is precisely these people who often bring new perspectives, a high level of commitment, and valuable transferable skills to the table.
3. Realistic job profiles: Adjust expectations, increase opportunities
A realistic job profile does not mean low standards. Rather, it is about distinguishing between must-have and nice-to-have criteria. What is really essential for getting started? And what can be learned "on the job"? This differentiation creates clarity, avoids frustration, and significantly expands the pool of applicants.
A practical example:
A company spent months searching for a customer service representative with three years of professional experience, fluent English, and SAP skills. After a joint analysis, the requirements profile was streamlined: communication skills, customer orientation, and willingness to learn became the focus—SAP training was provided internally. The result: within three weeks, the position was filled by a career changer from the retail sector – now a top employee.
There are many stories like this. They show how much potential there is in people who may not have "the right education" but who have exactly the right attitude. Those who make courageous choices will be surprised at how much can be achieved through good training and trust.
4. Potential instead of perfection: The cultural shift in recruiting
The world of work is changing rapidly. Resumes are more fragile, biographies more individual, and skills often cannot be gleaned from a certificate. Companies that recruit successfully today are increasingly focusing on potential rather than perfection. This cultural shift is placing personnel selection on a new footing.
Specifically, this means:
- Soft skills such as learning ability, adaptability, and team spirit are becoming more important.
- Development prospects are becoming more important than rigid lists of requirements.
- The cultural fit is paramount—not the perfect resume.
- Agile learning cultures within companies are becoming a prerequisite for truly developing people with potential.
This shift in thinking is not only timely, but also makes good business sense. Employees who are allowed to develop are more loyal, more motivated, and more productive in the long term. They bring new ideas to the table, adapt better to change, and often have a positive effect on the entire team with their attitude.
5. Making it easier to get started: How companies can change their thinking in concrete terms
The first step is to rethink how requirements are defined. But what does that mean in concrete terms? Here are a few practical recommendations from my work as a recruiting specialist:
a) Divide requirements into mandatory and optional criteria
Reduce the requirements profile to the essentials. Consider:
- What must an applicant be able to do on their first day?
- What can he or she learn in the first 3–6 months?
- Which qualities, such as willingness to learn or resilience, are more important to us than professional experience?
b) Actively communicate entry prospects
Phrases such as"You don't have all the necessary qualifications? No problem—we'll teach you what you need to know"can work wonders. They signal openness and lower the inhibition threshold for applying. Internal career paths should also be clearly stated in order to highlight long-term prospects.
c) Target career changers
Many industries offer excellent opportunities for career changers. These should not only beconsidered, but also specifically addressed—for example, with job titles such as "Customer Advisor (m/f/d)—career changers welcome." In addition, it is advisable to use testimonials or success stories from former career changers to build trust.
d) Emphasize development opportunities
Younger applicants in particular want to develop themselves further. Show them how the role might evolve in the future—and how you as an employer will support them in this. Mentoring programs, further training, and clear onboarding are important elements here.
e) Simplify the application process
An overly complex application process can be a major barrier to entry. Reduce the process to the essentials, offer simple online forms, and ensure transparent communication. This shows that you are serious about openness.
Conclusion: The key to getting more applications often lies in rethinking your approach.
Fewer requirements do not mean lower quality—rather, they mean more openness to talent that may not yet have everything today, but could be real top performers tomorrow. The best application is often not the one that looks perfect, but the one that shows potential for development.
Especially in the context of a shortage of applicants and a growing demand for flexible skills, consciously reducing requirements can be the decisive lever. This puts greater focus on career changers, motivated switchers, and internal talent—and brings a breath of fresh air to the company. It's not about lowering standards, but about expanding opportunities.
My appeal:Dare to question old standards. Give potential a real chance. Because the best talent is often not found in the ideal profile—but in people who want to grow and are allowed to do so.
Interested in recruiting with perspective?
Bobach Recruiting supports companies in developing realistic requirement profiles and tapping into potential applicants in a targeted manner—even beyond traditional channels.
