Why “Could Have” Skills Might Be Costing You Great Talent

Recruiting shouldn’t be just about checking boxes. It's about understanding which skills truly matter to be successful in a role. While traditional hiring often fixates on rigid job descriptions based on keywords and credential-based requirements, the reality is that candidate skills exist on a spectrum. The most needed skills are harder to define and categorize than you would think. 

Some skills are essential for success, while others are nice to have but not really deal-breakers. Distinguishing between the “must have”, "should have" and the "could have" in candidate evaluation is crucial for finding the right talent without unnecessary roadblocks. Experienced and talented recruiters and talent acquisition professionals can usually eyeball a profile and evaluate a candidate’s skills and know which are “must have” versus “could have” for a role, but that means manually reviewing each resume and profile one by one. 

Not every recruiter has these innate skills, but even when they are, this process is time consuming, can lead to human error, and slows down an already sluggish sourcing and hiring process. 

Where Traditional Hiring Falls Short

Most hiring processes focus on predefined requirements, using specific matchable keywords. They’re looking for degrees, years of experience, and specific job titles. While these factors provide a framework, they often exclude highly capable candidates who may not check every single box but possess the ability to succeed. This rigid approach leads to:

• Overlooked talent: Great candidates with transferable skills or unconventional backgrounds may be disregarded. 

• Longer hiring timelines: Recruiters struggle to find "perfect" candidates by considering some skills “must have” that actually might be “should have”, delaying the process. This may lead to rounds of back-and-forth between the hiring manager and the recruiter. 

• Higher hiring costs: More time and resources are spent searching for an exact match versus a candidate who can capably do the job at hand. 

The reality is that job success isn't solely dictated by a static list of binary requirements. Skills evolve, and adaptability often outweighs years of experience in a specific role.

The "Must Have" vs. "Should Have" vs. "Could Have" Framework

A skills-based approach shifts the focus from rigid qualifications to what truly drives success. Breaking skills into three categories helps recruiters make better hiring decisions and prioritize what matters most:

• The "Must Have" Skills: These are the non-negotiables. Without these, success in the role is unlikely. These could include critical technical abilities, required certifications, or compliance-related knowledge.

• The "Should Have" Skills: These are the key competencies that significantly enhance performance. While not always deal-breakers, they’re important for excelling in the role. These might include deep industry knowledge, advanced proficiency in a relevant tool, or specialized training that sets a candidate up for success. These could be soft skills or more tangential technical skills. 

• The "Could Have" Skills: These are nice-to-haves—skills that can be learned on the job or add extra value but aren’t essential to hit the ground running. These might include familiarity with a secondary programming language, experience with a niche software, or certain soft skills that can be developed over time.

By clearly defining these categories, recruiters can be more precise about which candidates are truly the best fit for the role..

How AI Simplifies Skills-Based Recruiting

AI-powered recruiting tools like TalentGenius Sourcer help eliminate guesswork by analyzing candidate skills more holistically. Here’s how AI streamlines the process:

• Skill Matching Beyond Keywords: AI evaluates candidate profiles based on actual competencies rather than just job titles or buzzwords.

• Predictive Insights: Machine learning models assess candidates' ability to learn missing skills based on career trajectory, related experiences, and adaptability, as well as culture fit for the specific company and team in question. 

• Bias Reduction: AI-driven tools focus on measurable skills rather than subjective factors, reducing unconscious bias in hiring decisions.

• Faster Shortlisting: AI can quickly sort through large applicant pools, identifying strong matches based on essential skills while allowing flexibility for secondary ones.

Rethinking Talent Acquisition 

The future of hiring won’t be about box-checking and keyword matching. Skills-based recruiting, powered by AI, allows companies to move beyond outdated checklists and find candidates who meet the real requirements of the job instantly rather than relying on top recruiters to understand the subtlety of which requirements are truly “must have” versus “should have” and “could have” even though all are present in the job description.

Companies that embrace this approach will build stronger, more adaptable teams. The question is no longer "Does this candidate have everything?" but rather "Do they have what truly matters?" By focusing on what candidates "should have" while remaining open to what they "could have," recruiters can unlock new possibilities and make hiring faster, fairer, and more effective.