In the movie Moneyball (starring Brad Pitt), Oakland A’s GM Billy Beane faced a problem: he didn’t have the budget to recruit players the traditional way. So instead of chasing big names and batting averages, he asked a deeper question: what actually predicts winning? Turns out, on-base percentage and preserving outs were far better metrics than what scouts had relied on for decades.
Now imagine if Beane had said, “We only want players with five years of MLB experience and a college degree.” No chance he lands his undervalued talent.
That’s where many employers still are today. They’re stuck in the old game, using job requirements as proxies for performance, when what they should be doing is identifying which qualifications are actual predictors for success.
Outdated Metrics: The Batting Average of Recruiting
Let’s start with the classic:
“Must have 5–7 years of experience.”
This is the hiring equivalent of using batting average to judge a hitter. Yes, it tells you something, but not nearly enough to predict wins. Would you pass on a high-potential hire because they only have three years of intense, innovative, high-growth experience instead of five in a slower, status-quo company?
In Moneyball, undervalued players got overlooked because they didn’t fit the old mold. Sound familiar?
Degrees and Other Arbitrary Filters
Next up:
“Master’s degree required.”
In baseball terms, this is like refusing to sign a player because they didn’t attend a Division I school. Some of the best players didn’t take the traditional path, but they know how to win. Just like some of the most capable professionals may have learned on the job, through alternative routes, or by solving real problems.
Requiring degrees across the board is less about capability and more about comfort. It helps bots filter resumes, but it doesn’t help you find performers.
“Ties to the Local Area Preferred” — A Losing Strategy
Imagine Billy Beane saying, “We’re only recruiting players who live within 50 miles of the stadium.” Ridiculous, right? But that’s the logic behind, “Ties to the local area preferred.”
It’s often rooted in fear: fear they’ll leave, fear they won’t stay long-term, or fear that they won’t integrate well. But great teams aren’t built on proximity or fear. They’re built on purpose, leadership, and culture. If you’re the kind of employer that no one wants to leave, geography becomes a secondary factor.
The Sacrifice Bunt of Hiring: Generic Traits
“Must be an excellent communicator.”
This is the hiring version of a sacrifice bunt. Everyone does it, but is it really helping you win?
Communication matters, of course. But instead of vague traits, define the type of communication that drives success in your role. Is it written clarity? Cross-functional alignment? The ability to defuse tension in high-stakes meetings?
Otherwise, you’re just swinging at air and calling it strategy.
Checkboxes and the Illusion of Fit
In Moneyball, traditional scouts focused on how a player looked: their swing, their stride, their physique. But that often masked the real question: can they get on base?
Likewise, job postings that emphasize surface-level checkboxes, such as specific tools, years of experience, or rigid credentials, can create the illusion of fit without delivering actual value.
A candidate might check every box, but if they do not bring innovative thinking, foster teamwork and collaboration, or fold under pressure, are they really contributing to strengthening the organization?
That’s the risk of hiring to meet a list rather than to meet a mission. Compliance isn’t the same as contribution. And predictability isn’t performance.
Hire for What Wins the Game
So what traits actually correlate with success?
- Adaptability: Can they adjust to change?
- Resilience: How do they respond to failure?
- Intellectual curiosity: Are they asking better questions?
- Innovative thinking: Do they challenge norms productively?
These are your on-base percentage equivalents. And unlike a GPA or job title, they tell you how someone will perform when it counts.
The Four Questions That Reveal Motivation
Want to know if someone is truly invested and the reasons they are drawn to the role and your organization? Ask these questions:
- Why us?
- Why now?
- Why here?
- Why you?
If their answers are thoughtful and aligned, you’ve found someone who’s not just applying—they’re intentionally choosing. That’s the player you want in your clubhouse.
Final Thought:
Billy Beane revolutionized baseball by challenging the status quo and focusing on what actually wins games. Hiring should be no different. The next time you write a job posting, skip the tired qualifications. Ask a better question that aligns with the desired outcomes. Look for a better signal that predicts success. Build a better team.