Stop Chasing Unicorns: Try A Hiring Strategy That Focuses on Cultural Fit and Training for Skills

Hiring has never been simple, but in today’s labour market, it can feel like an uphill battle. Across industries, employers are facing talent shortages, especially in specialized roles and remote regions. But sometimes companies make hiring even harder by chasing “unicorn” candidates, the mythical perfect hires who tick every single box on a job description. Months pass, productivity dips, and teams burn out while waiting for someone who may never arrive.

What if the best hiring strategy isn’t about finding perfection, but about reframing how we think about hiring? By focusing on cultural fit, setting realistic job requirements, being open to overqualified candidates, and committing to training for missing skills, organizations can not only fill roles faster but also build stronger, more loyal teams.

 

Stop Searching for Unicorns

Here’s the hiring strategy shift: instead of asking, Does this person tick every box? ask, Do they bring the foundation and mindset to grow with us? That small change opens the door to a wider pool of applicants; people who are eager to learn and more likely to stay long term.

Today’s candidates are more educated and credentialed than ever, but that doesn’t always mean they bring the exact mix of technical experience employers are hoping for. In some cases, the issue isn’t talent scarcity, but how narrowly we define the ‘ideal’ candidate.”

Overloaded job postings pose the first challenge to both job seekers and hiring teams. Long checklists of “requirements” can discourage capable people from applying. Harvard studies show that many applicants, especially women, won’t put their name forward unless they meet nearly every qualification. That means strong contenders may never even enter the process if they believe there is no flexibility or opportunity for training. 

The reality? The longer the list of must-haves, the harder it becomes to find your unicorn. A better hiring strategy is to focus on two or three essentials needed on day one. Leave “nice-to-haves” off the posting and highlight qualities like adaptability, curiosity, and cultural fit.

Another challenge can be technology. With the many innovations and positive opportunities technology brings to hiring, AI-driven applicant tracking systems might prove to be detrimental to finding good candidates. This specific type of tech system filters resumes by rigid keywords, which means candidates with the right potential might be screened out before a recruiter ever sees them.

 

Save Time: Hire for Fit, Train for Skills 

So what does “cultural fit” really mean and how do you incorporate it into your hiring strategy? It’s about alignment with your company’s values, mission, and way of working. You will want to consider qualities like attitude, adaptability, and collaboration, the things that predict whether a person will thrive in your environment.

Consider this scenario: You’re looking for someone with five specific technical skills. Candidate A has all five but seems indifferent about your company’s mission. Candidate B has three of the five, but their values, work style, and enthusiasm clearly align with your team. Which is the smarter hire?

Candidate B may require training, but so does Candidate A in terms of integrating into your culture. With a bit of targeted development, Candidate B can pick up the missing skills while contributing positively to morale, collaboration, and innovation from day one.

The objection many managers raise is time: “We don’t have the resources to train.” But training doesn’t necessarily mean sending someone back to school. It can be as simple as pairing them with a mentor, giving them access to online courses, or building in structured on-the-job learning. In reality, the time invested in training often pales in comparison to the time and money wasted leaving a role unfilled.

Every day a position sits vacant, productivity drops, projects stall, and existing staff take on extra work, risking burnout and turnover. By contrast, hiring someone who is 80% ready and teaching them the remaining 20% is often the faster and more cost-effective choice.

There’s another hidden benefit to training: it builds loyalty. When employees feel that their growth is supported and their potential is valued, they’re far more likely to see a future with the organization. Training may not guarantee that every team member stays long-term, but it does create powerful incentives. It shows employees that you’re invested in them while helping them develop skills that are uniquely aligned with your company.

Over time, this hiring strategy produces “homegrown” talent: professionals who don’t just know their roles but understand your systems, embrace your processes, and embody your values. This doesn’t just strengthen retention, it cultivates a workforce that is more connected, resilient, and proud to contribute to the bigger picture.

In a competitive talent market, that sense of loyalty and belonging can be the difference between simply filling roles and truly building a lasting team.

 

Don’t Overlook Overqualified Candidates

It’s a common concern that overqualified candidates might get bored, expect higher pay, or move on quickly. But in today’s market, that assumption might not hold true. 

Many professionals are now looking for more than a title or money. Some want stability after years in contract roles. Others are prioritizing flexibility, location, or a healthier work-life balance. And plenty are simply seeking meaningful work that aligns with their values.

It also helps to remember that job tenure is shorter across the board. On average, employees stay just two to three years in a role, regardless of their level of experience. So if a highly skilled candidate stays “only” two years, why not benefit from the depth of expertise they bring during that time, especially if they’re a strong cultural fit?

Shifts like side hustles and portfolio careers also challenge old assumptions. Many people balance a main job with a passion project. They take on a main job for the financial stability they need to live and pursue their passion projects. That doesn’t make them less committed, it makes them practical and possibly a great choice for your team.

A key part of your hiring strategy should be to understanding why a candidate wants to work for your organization is conversation. Instead of ruling someone out for being “too experienced,” ask about their motivations. What are they looking for in this role? What would make them stay? If their answers align with your team and culture, their extra skills aren’t a risk, they’re an asset. This new hiring strategy may help you find the perfect candidate in someone you may have previously dismissed. 

 

The Bottom Line

In today’s tight labour market, chasing unicorns is a losing game. The companies that succeed aren’t the ones waiting endlessly for perfect résumés to appear; they’re the ones who adapt their hiring strategy. By hiring for cultural fit, being realistic about job requirements, staying open to overqualified candidates, and committing to training for missing skills, organizations fill roles faster and build stronger teams.

Investing in people is almost always faster, smarter, and more sustainable than holding out for perfection. The challenge for employers is to shift perspective: see hiring not as a quest for flawless talent but as an opportunity to develop and nurture great people.

Adopt this mindset when you’re thinking about hiring or partner with a staffing agency that shares it and you’ll not only overcome hiring challenges but also build a workforce that’s resilient, engaged, and ready for the future.

The best agencies don’t just skim résumés, they dig deeper. A strong partner will aim for the right match while recognizing when a “close fit and trainable” candidate is the smarter choice. They clarify true priorities, spot cultural alignment, flag overqualified professionals worth considering, and pre-screen for qualities like attitude, aptitude, and transferable skills.