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I always remind myself that there is someone younger, hungrier, and more skilled than me; in other words, there is always someone better than me. This keeps me humble and on my toes.
Who can’t relate to “want the best“? Employers can’t be blamed for looking for the “best” candidate and sticking with it, especially in a job market full of applicants. Every recruiter, HR professional, and hiring manager knows that no perfect candidate exists. But still, they still hunt for purple squirrels.
Today’s job market:
- The number of jobs has decreased.
- The number of applicants has increased.
- Fewer people leave their job.
With so many people looking for work, employers, along with access to technology that can get the job done – job seekers and workers are entering an era where they are starting to compete against AI, along with robotics.–and cost-effective alternatives, such as hiring freelancers, contractors and sending jobs abroad, a variety of options to get their jobs done. So, there is always the feeling that there is someone or something better out there.
Interviewer’s thoughts after interview: “Yes, [name] ticks most of the boxes, but with all the resumes we get, there’s a good chance I’ll find someone who ticks all the boxes.” It is common for employers to keep job postings open for several months as they try to find a candidate with specific skills, education, certification and experience rather than hiring for “potential,” which is impossible to determine.
Right now, candidates with brighter resumes and LinkedIn profiles than yours are chasing the same jobs you’re gunning for. The ocean of job seekers is full of more experienced fish. However, there is a bright side; being “the best” is very subjective. Perfect on paper or LinkedIn doesn’t always equate to perfect in person.
Although employers seek the best, it should be noted that “the best” is not always measurable, and skills and experience are not the only things hiring managers consider. In reality, “the best” is more about compatibility with the company culture and your interviewer (s)— especially if your interviewer will be your boss—and timing, over which you have no control, or “there’s always someone better.” There is no mythical unfairness or unseen forces at work other than that life happen
Here’s a question to consider: What reasons did you feel contributed to not being hired for the jobs you interviewed for? Was it because the employer felt it was in their best interest to keep looking for a better candidate, or was it something else? Putting your self-interest aside, do you think the employers who didn’t hire you made a mistake? If “yes,” why?
In previous columns, I have mentioned that being likable supersedes your skills and experience. Your charisma, character, smile, clothes, and how you present yourself physically will either work for you or against you. It’s not rocket science to self-reflect and discover which of your qualities, behaviors, and physical characteristics attract or repel employers.
Prioritizing likability over your skills and experience is a job search strategy that more job seekers should adopt.
Several years ago, I was competing against another candidate for a job I was excited about. After three interviews and an online personality assessment, I was blown out of the water. Compared to past rejections, this one really hurts. Curious about who was hired, I kept an eye on the company’s LinkedIn page to see when new hires appeared. Several weeks later, the person I lost updated his LinkedIn profile and appeared as a new employee. When I read their profile, I thought, “Damn! I’d hire her for me.” She ticked all the boxes and more outside skills and experience.
When you get an interview, it’s because what the employer read on your resume, LinkedIn profile, and social media appeals to them on some level, and they feel you could do the job. Now comes the hard part, selling yourself as the best candidate. Your goal is to prevent your interviewer from thinking that there are better candidates out there than you, and not hiring you would be a mistake.
Work in statements that show why you are the best candidate.
- “I’m excited about this opportunity because…”
- “I really enjoy it [product or service offered by the company].”
- “I admire the way you are [or the company]…”
- “I solved a similar problem.”
- “I’m a match for this job because…”
- “I consider this position a good match for my long-term goals, and I would like to continue building my career with this company.”
- “Collaborating with others is one of my greatest strengths.”
- “One of the things I would look out for if I was hired is…”
Despite the efforts of many hiring managers, it is impossible to determine “the best candidate” during the recruitment process based on a measurable scale alone. So, stop worrying about being “the best” and focus on being the best and most desirable version of yourself. I have yet to meet a hiring manager who hired a candidate they didn’t like, no matter how much they thought the candidate’s skills and experience were “the best.”
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Nick Kossovan, a seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send your questions to Nick at [email protected].
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