Ever had a hiring manager suddenly change requirements mid-search?

Here's how to prevent it:

1. Mandate Pre-Search Alignment

Get ALL stakeholders in one room before posting Define & document:

- Must-have technical skills vs nice-to-haves

- Critical behavioral competencies

- Deal-breakers that disqualify candidates

- Success metrics for the first 90 days Why? Because different hiring managers have different views of "ideal." Align them now, not during interviews.

2. Fight The Contrast Bias 

Stop this common mistake: 

"The morning candidate was exceptional at X, so now we need ALL candidates to have X."

Each candidate should be evaluated against the original job profile, not each other.

Remember: Finding a great candidate doesn't make your other qualified candidates suddenly unqualified. This reactionary requirement-shifting derails your process.

3. Use Data to Define "What Good Looks Like" 

The ultimate way to lock requirements? 

Validate your past hiring decisions:

• Compare interview scores with actual job performance
• Track which skills predicted success
• Monitor retention rates against initial requirements
• Document which "must-haves" didn't actually impact success

Let data, not opinions, shape your requirements.

Question: What's the most frustrating last-minute requirement change you've dealt with? Share your story below!