Organisations Urged To Focus On Solving Problems Rather Than Filling Outdated Job Roles

We see it all the time. Companies rush to replicate old job descriptions that no longer reflect how their teams operate. The result? They bring in people with the right titles but the wrong fit. Projects stall, momentum slips and expectations get lost between functions. And the original problem is still there, just buried under a new set of frustrations.

If your organisation wants to grow with purpose, the question should not be, "who do we need to hire?" It should be, "what are we trying to solve?"

Most Job Specs are Outdated Before the Interview Even Starts

The nature of work is changing. Rigid titles and static org charts do not reflect how modern teams deliver. Most projects today cut across functions. They need people who can flex and bring initiative, judgment and a clear sense of ownership.

When we work with clients, we push them to zoom out. Instead of looking for a backend developer with five years of experience in a specific framework, we ask, what is the project? Who will they work with? What problem are they here to solve? From there, you build a profile that is useful and matches how your business runs today.

Don't Confuse Qualifications with Readiness

Degrees and credentials can tell you what someone knows. But they cannot tell you how someone thinks. Or how they respond when a plan goes sideways. Or whether they are the person your team calls at 20:00 when something breaks.

Businesses that hire will tend to focus less on pedigree and more on purpose. What motivates this person? Do they care about the outcome, or just the task? Can they hold context and adapt as the situation shifts?

When a hire connects with the real challenge, they start making an impact faster. And they are more likely to stick around because they are invested in solving something that matters.

The Right Hire Should Make Things Easier, Not More Complicated

Too often, hiring adds complexity instead of clarity. A new team member arrives, but nothing gets delegated. Meetings multiply. People start stepping on each other's toes. Not because the person is wrong, but because the business never stopped to ask, what gap are we actually trying to close?

Hiring should simplify your resourcing, not add friction. That only happens when you plan with intention. Get clear on the problem, define the outcome. Then look at your existing capabilities. Maybe the answer is not a new hire at all. Maybe it is freeing up internal talent, or bringing in a contractor for a three-month sprint, or automating the thing that is draining your team’s focus.

Solve Before You Scale

At EQPlus, we aim to help companies think this through — go beyond filling roles to build workforce strategies that hold up under pressure. That means asking uncomfortable questions. Do you know what your business actually needs right now? Are you hiring for activity or impact? Are you looking for someone to fit in, or to fix something?

The most effective teams are not always the ones with the biggest headcount. They are the ones with clarity, trust and the right mix of thinking to move things forward.

So, before you post that job ad, stop. What problem are you solving?

For more information, visit www.eqplus.co.za. You can also follow EQPlus on Facebook, LinkedIn, X, or on Instagram.

*Image courtesy of contributor