The right candidate goes up and beyond the job description. If you are too different despite clearly stated quantitative and qualitative results you will likely miss opportunities that are only accurate on paper.
So we’re told.
Many job seekers without hesitation will attempt to please every type of employer. This is a dangerous practice, one that extends unemployment and sustains the under employment statistics that yet to exist. You, the job seeker, must diminsh the tangible reasons for not being hired.
Remember, it’s you. Not the employer. Afterall, it’s your biases don’t matter.
Can’t help it, if they wanted to
Hiring managers, recruiters, human resource screeners in the hiring process can’t help if his or her personal biases influence employment decisions. It goes way beyond the scope of race, gender, creed, color, and sexual preference.
Take if easy on yourself as you will likely be turned away because of a bias that has nothing to do with skill compentency.
No one really knows why that in high volume job hiring campaigns the reason that people don’t get jobs. In a Wall Street Journal article last May, one consultant stated that specific feedback is unlikely given upon a job candidate’s request because there is a fine line between objective and subjective.
No surprise here. What if an employer told you, ” So your southern drawl is a distraction for most of us northerners anyway. How would you even relate to our high-end Yankee clients?” We can chalk that up to the cultural noise bias that exists. This report says there are 10 types of hiring biases (thanks to Joann Corley). Interviewers are fundamentally learners, and they have to be. They are ascertaining new information that is critical to their investment in you as the employee. They live, they learn.
The objective and subjective has arms, legs, and can color differentiate and discern societal lines.
Employers will find reasons
Employers have to like you. Like learning, past personal preferences play a valid part of your decision making abilities. Interviewing is learning as it should be an adult pedagogical theory of its own. Hiring managers are often untrained interviewers who rely on their own personal, but basic training and knowledge when thrown for a loop. This is not a good thing at all, especially when this could mean the job candidate is much sharper than the interviewer. But they many, like regular folks, decide not to like you.
Temperance, good judgement, relevant hard skills, and evident soft skills such as flexibility should regulary be noticed. You have to sell yourself. You have to “fit” the company culture. There is not an auto-convinced button to be pressed. Having just enough for the job is at times, too little to be remembered by.
If the candidate is snaggled-tooth and offensively unattractive, he or she is subject to a number of hiring biases without saying a word. By the time they reach a competent career coach, despite the job seekers lousy formatted and faulty strategy resume, the person positively stands out.
What? Good job candidates with lousy resumes get hired! But that is why we (career coaches, advisors, recruiters) tell you its the relationship and your presentation that will get you noticed, not the dental work employers think you need done.
I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development.
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You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.