TLP461: Looking for Unicorns: The Hiring Dilemma with Jim and Jan

In this episode, Jim and Jan dive into the critical aspects of leadership and talent development in today’s fast-changing work environment. They discuss how companies often seek “unicorn” candidates with unrealistic expectations—and why focusing on core traits like emotional intelligence, curiosity, and continuous learning is essential.

Jim and Jan explore how hybrid work is reshaping the workplace and why relationship-building, trust, and clear expectations are key to fostering strong teams. They also examine how job seekers and employers often set themselves up for failure by chasing perfection.

Jim and Jan Jan also offer practical advice on how to set clear career and hiring expectations, why adaptability is critical, and how small shifts can create big growth opportunities.

If you’re leading a team, looking to hire, or thinking about your own career moves, this conversation offers a practical, honest look at what really matters—and what doesn’t.

 

https://bit.ly/TLP-461

 

Key Takeaways

[01:41] Jim explained that companies often search for "unicorns"—candidates who meet every requirement, even unrealistic ones. Jan emphasized that a core leadership responsibility is attracting, selecting, and developing talent—not just hunting for perfection on paper.

[03:05] Jim and Jan agreed that many hiring managers are too focused on what candidates lack instead of what they bring. Jim pointed out that companies over-index on skills and miss out on key attributes like curiosity and a willingness to learn—traits that often matter more long term.

[06:03] Jim noted that just like companies are looking for unicorn candidates, job seekers are hoping for unicorn employers. Jan laid out four traits to watch for in great talent: passion and purpose, a mindset of continuous learning, emotional intelligence, and the ability to build strong networks.

[08:19] Jim talked about the difficulty of building relationships in a remote setting—especially without emotional intelligence and strong listening. Jan compared early career years to middle school: it's when people learn how to navigate politics, influence, and presence. That kind of social learning took a hit during the pandemic.

[10:45] Jim predicted that smaller cities might thrive post-pandemic due to shorter commutes and easier transitions back to the office. He sees hybrid work staying, but believes 20-somethings still need in-person time to develop foundational business skills. Jan added that many teams are struggling with connection and accountability. He emphasized that relationship-building can’t be hacked—it takes real time, trust, and personal conversations about more than just work.

[14:31] Jim shared a story of young professionals rejecting work based on industry, pointing to unrealistic expectations. Jan reminded listeners that companies hire to solve problems, not to fulfill career wish lists. They discussed the importance of setting clear expectations upfront and embedding key traits like initiative into the hiring process.

[16:46] Jan stressed that avoiding early-career sacrifices often limits options later on. Jim explained that career growth follows a narrative arc: in your 20s, your value is effort; in your 40s, it’s your experience; and later, it’s wisdom. Each stage requires a different approach.

[20:08] Jim raised the issue of age bias in tech and why staying visible matters. Jan agreed—saying that visibility is key to growth. He advised looking at who gets promoted and understanding what behaviors and values those people have in common.

[23:49] Jan recommended using the Topgrading method w