Do you see a job description or hear about an upcoming project and immediately hone in on the desired skills that you don’t have? Do you hesitate to raise your hand unless you have 100% of the requirements? There are many jobseekers who don’t apply for the right level job, and many employed professionals who aren’t assertive enough about promoting themselves.
Do you see a job description or hear about an upcoming project and immediately hone in on the desired skills that you don’t have? Do you hesitate to raise your hand unless you have 100% of the requirements? There are many jobseekers who don’t apply for the right level job, and many employed professionals who aren’t assertive enough about promoting themselves. Here are 3 tips so that you don’t sell yourself short in the job qualifications you do have:
Match the job description to your strengths. Before you assume that you aren’t enough of a match for the job, promotion or project, focus first on what you do have. Go line by line through the description and write out specific examples of when you’ve demonstrated that quality or tackled that activity. You will often realize that you have more than you thought, and this exercise gives you the tangible examples to highlight in your cover letter or pitch to the boss.
Fill gaps with an action plan, not promises or excuses. There will be instances where a specific request is made and you don’t have it. For example, one of my clients was a former Head of Communications and applying for a similar level job. But this new job had an entire requirement around digital media strategy, and that was not a part of my client’s former responsibilities. So my client put together an outline of exactly how she would manage their digital media. She didn’t give analogies of similar work (digital media is new so analogies fall short). She didn’t promise to learn on the job (employers want it now, now later). Instead, she removed their concern of not being able to handle that activity by doing the activity outright.
Let others do the selling for you. If I tell you I’m good, it’s self-serving. If someone else tells you I’m good, it’s social proof. Don’t underestimate the power of references and testimonials. You don’t have to wait for the formal reference check stage to showcase your supporters. Collect testimonials on your LinkedIn account. For employed professionals, save those emails where a client or colleague commends you for a job well done. Use this evidence of positive results in your next performance review or raise request.
Is Your Job Search Flexible or Just Unfocused?
As a recruiter, I’ve seen lack of flexibility on the recruiting side with employers clinging to every last detail in their ideal spec while perfectly good candidates get overlooked. As a career coach, I see jobseekers prematurely dismissing possible targets waiting for that perfect job. It’s true that you want to be focused in your job search (otherwise you dilute your efforts and come across as scattered and possibly desperate).
5 Questions to Test If Your Resume Is Recruiter-Proof
After recruiting in search and in-house for over ten years, I have read thousands of resumes. Due to sheer volume of resumes received and all the other things that vie for the recruiter’s attention in the hiring process – scheduling, interviewing, networking, reference checks, client debriefs, and more – the resume review process is ruthlessly quick.
Why Conventional Wisdom On Work Flexibility Is Always Wrong
In a previous post, I wrote about why employment statistics are always wrong. In a similar way, conventional wisdom on work flexibility is always wrong. It is impossible to generalize something that is inherently case-by-individual case. Therefore, any boilerplate advice or conventional wisdom is bound to omit a key consideration, underweight or overemphasize other considerations, or take too long-term or short-term of a view.
