Mandatory vs Optional Requirements

Last updated: July 28, 2025

Feature Overview

Requirements in Popp are classified as either mandatory or optional, fundamentally affecting how candidates are evaluated and categorised. Mandatory requirements represent absolute must-have qualifications that candidates need to be considered for a position, while optional requirements are desirable skills or experiences that enhance a candidate's profile but aren't essential. This classification system automatically separates candidates into "Mandatory Requirements Met" and "Mandatory Requirements Not Met" categories, regardless of their overall score.

Available Actions

This feature enables you to perform the following actions:

  1. Set requirement classification - Designate requirements as mandatory or optional during creation

  2. Automatic candidate categorisation - System separates candidates based on mandatory requirement fulfillment

  3. Score calculation integration - Combine mandatory and optional requirements for comprehensive scoring

  4. Strategic requirement planning - Focus evaluation on essential vs. desirable qualifications

  5. Modify requirement status - Change existing requirements between mandatory and optional

  6. Candidate filtering - Use requirement status to filter and prioritise candidates

  • Step-by-Step Instructions

    Understanding Requirement Types

    Mandatory Requirements

    1. Definition: Absolute must-have qualifications for the position

    2. Purpose: Create clear barriers for candidate progression

    3. Impact: Candidates must meet ALL mandatory requirements to be in the "Requirements Met" category

    4. Strategic Use: Reserve for truly essential, non-negotiable qualifications

    5. Example: "Experience working with P&L" for a Finance Manager role

  • Optional Requirements

    1. Definition: Desirable but not essential qualifications

    2. Purpose: Differentiate candidates and provide additional evaluation criteria

    3. Impact: Contribute to overall score but don't affect requirement category placement

    4. Strategic Use: Include skills that would be beneficial but aren't deal-breakers

    5. Examples: "MBA qualification" or "Speaking more than one language"

  • Candidate Categorisation System

    "Mandatory Requirements Met" Category

    1. Qualification Criteria: Candidates who fulfill ALL mandatory requirements

    2. Category Placement: These candidates appear in the "Requirements Met" tab

    3. Score Calculation: Receive full scoring including optional requirement bonuses

    4. Example Scenario:

      • Candidate meets mandatory P&L experience requirement

      • Also has MBA (optional) and speaks multiple languages (optional)

      • Final score: 100% (all requirements met)

      • Category: "Mandatory Requirements Met"

  • "Mandatory Requirements Not Met" Category

    1. Qualification Criteria: Candidates who fail to meet one or more mandatory requirements

    2. Category Placement: These candidates appear in the "Requirements Not Met" tab

    3. Score Calculation: Can still score well on optional requirements but remain in "not met" category

    4. Example Scenario:

      • Candidate lacks P&L experience (mandatory requirement not met)

      • Has MBA and speaks multiple languages (optional requirements met)

      • Final score: 67% (optional requirements contribute to score)

      • Category: "Mandatory Requirements Not Met"

  • Setting Up Requirements

    Creating Mandatory Requirements

    1. Requirement Creation: When adding a new requirement to your analysis

    2. Mandatory Checkbox: Check the "Mandatory Requirement" box during setup

    3. Strategic Selection: Choose requirements that are truly non-negotiable

    4. Clear Definition: Ensure requirement is specific and measurable

    5. Validation: Verify the requirement aligns with actual job needs

  • Creating Optional Requirements

    1. Requirement Creation: Add requirement without checking mandatory box

    2. Default Status: Requirements are optional by default unless specifically marked mandatory

    3. Scoring Contribution: These still contribute to overall candidate scores

    4. Differentiation Value: Use to distinguish between qualified candidates

  • Practical Application Examples

    Finance Manager Analysis Example

    Mandatory Requirement:

    • Experience working with P&L statements

  • Optional Requirements:

    • MBA qualification

    • Ability to speak more than one language

  • Results Interpretation:

    • Candidate A (Olivia): Has P&L experience + MBA + multilingual = 100% score, Requirements Met

    • Candidate B (Sophia): No P&L experience + MBA + multilingual = 67% score, Requirements Not Met

  • Strategic Implications

    1. Clear Filtering: Mandatory requirements create definitive candidate pools

    2. Score Context: High scores in "Requirements Not Met" indicate strong candidates who lack critical qualifications

    3. Decision Support: Helps prioritise candidates and identify training opportunities

    4. Workflow Efficiency: Enables automated processing based on requirement fulfillment

  • Requirement Strategy Best Practices

    Mandatory Requirement Selection

    • Essential Only: Reserve mandatory status for truly critical qualifications

    • Job-Critical Skills: Focus on skills directly required for job performance

    • Non-Trainable Elements: Consider requirements that can't be easily learned on the job

    • Legal/Compliance: Include certifications or qualifications required by law or regulation

  • Optional Requirement Planning

    • Value-Adding Skills: Include qualifications that enhance performance but aren't essential

    • Cultural Fit Elements: Add requirements that support team dynamics or company culture

    • Growth Potential: Include skills that indicate learning ability or advancement potential

    • Preference Differentiators: Use to distinguish between similarly qualified candidates

  • Requirement Balance

    • Avoid Over-Specification: Don't make too many requirements mandatory

    • Realistic Expectations: Ensure mandatory requirements reflect actual job needs

    • Market Considerations: Consider talent availability when setting mandatory requirements

    • Flexibility Planning: Leave room for exceptional candidates who may lack one mandatory requirement

  • Impact on Candidate Management

    Automated Processing

    1. Rule Application: Candidates automatically sorted based on mandatory requirement fulfillment

    2. Status Assignment: Different default statuses can be assigned to each category

    3. Action Triggers: Different automated actions can be configured for each group

    4. Workflow Routing: Candidates routed to appropriate next steps based on requirement status

  • Decision Making Support

    1. Clear Prioritisation: Immediate identification of fully qualified candidates

    2. Exception Handling: High-scoring candidates in "Requirements Not Met" warrant special consideration

    3. Training Opportunities: Identify candidates who might succeed with additional training

    4. Resource Allocation: Focus interview time and resources on appropriate candidate segments

  • Troubleshooting and Optimisation

    Common Issues

    • Too Many Mandatory Requirements: Results in very few candidates meeting all requirements

    • Wrong Classification: Requirements marked as mandatory when they should be optional

    • Score Confusion: Misunderstanding why high-scoring candidates are in "Requirements Not Met"

    • Requirement Ambiguity: Vague requirements leading to inconsistent evaluation

  • Optimisation Strategies

    • Regular Review: Periodically assess whether requirement classifications are appropriate

    • Market Feedback: Adjust requirements based on candidate pool quality and availability

    • Hiring Success Analysis: Evaluate whether mandatory requirements predict job success

    • Flexibility Considerations: Consider allowing exceptions for exceptional candidates

  • Quick Reference

    Requirement Types:

    • Mandatory: Must-have qualifications, determines candidate category

    • Optional: Nice-to-have qualifications, contributes to scoring only

  • Candidate Categories:

    • Requirements Met: All mandatory requirements fulfilled

    • Requirements Not Met: One or more mandatory requirements missing

  • Setup Process: Create/Edit Requirement → Check "Mandatory Requirement" box for essential qualifications → Save

    Strategic Guidelines:

    • Use mandatory status sparingly for truly essential qualifications

    • Reserve optional status for desirable but non-critical skills

    • Consider trainability and market availability when setting requirements

    • Regularly review requirement effectiveness and adjust as needed