Landing A Job You’re Not Qualified For

As formal and well planned as the business world may look, in reality it can be quite chaotic on the inside. Critical decisions often get less thought than they really require.

It’s easy think that hiring managers actually know what they need when they write the brief for job vacancies. The truth is somewhat closer to throwing spaghetti at the wall to see what sticks. In fact, they may need someone completely different from the person they describe as the ‘ideal candidate’.

That leaves you looking at a job you’re not qualified for, on paper at least. In reality, you may be supremely well qualified for the job! I don’t blame you if you’re a bit confused but all will become clear.

HR people accept that the standard process for creating a job spec is flawed but it’s a process we’re all used to. It was adopted back in the 1940s, and is still very much in use today. Today’s job vacancy briefs are created by writing down a list of Essential Requirements that somebody effectively pulls out of thin air. The Essential Requirements on the job ad may have nothing to do with the actual job and sadly, many recruiters are conditioned by an archaic culture.

We use a faulty system we inherited……….. Because, we’re used to it.

A friend of mine tried desperately to break into the sales executive jobs market. After applying for 34 jobs, he realised he was flogging a dead horse.  James, was the perfect candidate. His soft skills are ideal but while recruiters have obsessed by demanding a 3 yrs sales record, they’ve missed a trick.

Frustrated Managers become overwhelmed by compiling a vacancy and their imagination runs wild.

Confused by identifying 3 or 4 key skills, they feel compelled to get their money’s worth and deliver the criteria to HR that resembles a formula 1 driver required for multi-drop deliveries.

We can recruit more intelligently. We can ask better questions of our job applicants than, “How many cars did you sell?” We can ask human questions and start a real conversation. By developing more creative interview skills, recruiters will be able to recognise characteristics below the surface. It’s these traits that ultimately expose the success or failure of candidates. Strong soft skills can improve on or develop new hard skills.

Social media is helping to pave the way how some forward thinking recruiters hire.

But, we can also do a lot to change how we approach that next vacancy.

Look at the article explaining Why You Need To Use A Pain Letter

Let us know about your experience.

Leave a Reply