As competition for jobs increases, employers may feel they can afford to become more selective about who they hire.
But overly restrictive job requirements can still prevent organisations from accessing talented candidates.
The latest ONS figures show approximately 707,000 vacancies across the UK between May and July 2026, while there were 2.5 unemployed people for every vacancy between April and June.
For recruitment teams, larger applicant pools could make strict filtering criteria appear attractive.
However, organisations also need to consider whether every requirement listed in a job description is genuinely necessary.
Experience Does Not Always Equal Capability
Years of experience can be useful, but they do not automatically demonstrate whether someone can perform a role successfully.
Two candidates with five years in similar positions may have developed very different capabilities.
Recruiters could therefore consider what skills candidates actually need rather than relying heavily on previous job titles or length of service.
Questions might include:
- What must somebody be able to do from day one?
- What could realistically be learned after joining?
- Is a particular qualification genuinely essential?
- Could experience from another industry transfer successfully?
- Are we rejecting candidates because their career path looks different?
These questions can help organisations distinguish genuine requirements from preferences.
Skills-Based Hiring Could Broaden Talent Pools
Skills-based recruitment focuses more heavily on capabilities than traditional career history.
This might involve using work samples, practical assessments, structured interviews or competency-based questions.
It can also create opportunities for candidates moving between industries, returning to work or changing careers.
For employers experiencing persistent skills shortages, widening the way talent is assessed could uncover candidates who may otherwise have been overlooked.
L&D Has a Role in Recruitment
Recruitment teams do not necessarily need to find candidates who already possess every skill required for the future.
Working alongside L&D can help organisations identify which capabilities can reasonably be developed after appointment.
A candidate who meets 80% of the requirements but has strong learning agility may sometimes offer greater long-term potential than somebody who perfectly matches today's job description.
This requires recruitment and development teams to work together.
Job Descriptions Need to Keep Up
Roles can evolve quickly, particularly as technology changes how work is performed.
Job descriptions copied from previous recruitment campaigns may therefore contain requirements that are no longer relevant.
Regularly reviewing roles can help employers ensure they are recruiting for future requirements rather than recreating the workforce they already have.
Looking Ahead
A more competitive labour market gives employers access to larger candidate pools, but quantity should not be confused with quality.
Organisations still need people with the right capabilities, potential and motivation.
For HR and recruitment teams, the opportunity is to rethink how talent is identified.
Hiring for skills and potential – rather than relying entirely on traditional career histories – could help organisations build broader and more adaptable talent pipelines.
References
• Office for National Statistics (2026), Vacancies and jobs in the UK: August 2026. Published 18 August 2026.
• Skills England (2026), Skills England Annual Skills Report 2026. Updated 4 August 2026.