“We’ll know the right person when we see them.” That’s what a client told us before interviewing six very different candidates and hiring none.
What were they missing? Clarity. And that’s exactly what this article aims to provide.
The phrase “I’ll know the right person when I see them” might sound open-minded, intuitive or flexible. But in practice it’s one of the biggest barriers to effective hiring in the Hardware sector today.
Vague Job Descriptions Get Vague Results
When job descriptions are too broad, or worse, cobbled together from five-year-old templates, you confuse the market. Candidates don’t know what’s expected. You don’t know what you’re measuring against. And interviews become a guessing game. We often come across job specs that list things like “strong communication skills,” “commercial awareness,” and “a good work ethic.” They’re well-meaning, but so broad they could apply to almost anyone.
Take one recent example: a store manager role where the only clear requirement was being “a people person.” Without more detail, candidates didn’t know if they’d be leading a team of five or fifty, managing stock or strategy, or both. Unsurprisingly, the right candidates never quite emerged.
The truth is, if you don’t define what success actually looks like in the role, it’s hard for anyone else to picture themselves in it.
“We’ll Know Them When We See Them” Usually Means “We Don’t Know What We Want”
This phrase is often code for indecision or internal disagreement. One person wants experience, another wants energy. One wants someone technical; another wants a people person. So, you interview six completely different profiles, and none feel “just right.” Meanwhile, good candidates lose interest, offers get delayed, and roles stay open for months. We always encourage clients to define the non-negotiables
before going to market. Strip it down to the essentials, what does this person need to deliver results?
Your Hiring Process Isn’t Just About Gut Feeling
There’s a place for instinct in hiring, but relying on it too heavily can lead to inconsistent decisions and missed opportunities. More frequently than we might admit, hiring choices are based on instinct over evidence, rewarding confidence or familiarity over true fit for the role. Some of the strongest candidates won’t necessarily shine in a casual chat. They stand out when given structure, clear expectations, and the chance to show how they think.
The Right Candidate Might Look Different Than You Expect
We’ve placed candidates who didn’t “tick all the boxes” but brought fresh energy, transferable skills, or leadership potential. If you’re not clear on what matters most, you might reject someone great because they don’t fit a mental picture, or you might hire someone charismatic who can’t actually do the job. One client of ours recently passed on a candidate because they didn’t have hardware experience, even though the person had 10+ years managing fast-paced teams and growing a multi-million-euro store. Another company snapped them up. Today, that candidate is exceeding expectations in their new role. The original company is still searching.
The most effective hiring starts with clarity: about what the job is, what success looks like, and what kind of person will thrive in it. That doesn’t mean being rigid. It means being focused. When you’re clear, your job ad becomes magnetic. Your interviews become sharper. And your decisions become faster. Vagueness doesn’t give you flexibility, it gives you missed opportunities.
Need help turning generic specs into standout hires? That’s what we do every day for our clients in the Hardware sector.
Contact Vinny Kelly via email vkelly@tacticaltalent.ie and Iseult McLaughlin – imclaughlin@tacticaltalent.ie, phone 01 907 9192 or visit www.tacticaltalent.ie
VINNY KELLY – Director at Tactical Talent
Vinny Kelly and Iseult McLaughlin will be presenting at the HAI Masterclass on Recruitment and Retention on September 5th at Johnstown Estate Hotel.
