The Voice of Job Seekers

Award-winning career advice blog & podcast! ★Hacking and reimagining an easier job search process for you!

Start 2019 right! Subscribe and receive the FREE eGuide, "219 Modern Job Search Tips for 2019!" Coming soon!

You are here: Home / Job / If You’re Snaggled Tooth, and Batfaced, You Won’t Get the Job

by Leave a Comment

If You’re Snaggled Tooth, and Batfaced, You Won’t Get the Job

If You’re Snaggled Tooth, and Batfaced, You Won’t Get the Job
Domestic_pigs
We’d like to believe that but really, it is the job seeker, not the employer.
So we’re told by the Job Preparedness Indicator study.
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.

About Mark Anthony Dyson

I am the "The Voice of Job Seekers," career consultant, job seeker advocate, career writer, and founder of this award-winning blog. I help the employed, unemployed, underemployed, and under-appreciated find jobs using job search strategies to navigate the new job market. I aim to give a safe place online to those with different needs, cultures, and ethnicities to find their voice in the job market. Thousands have read my career advice throughout the web as I write about everything from job search strategies to the mobile job search. I have published more than 400 articles on this blog and some of the largest career sites such as Recruiter.com, YouTern, and Come Recommended. I've been quoted in major online publications such as Monster, TIME/Money, Fortune, Business Insider and MSN. FlexJobs, JobMonkey, Aerotek, Career Pivot, and CareerSherpa listed my podcast as one of the top podcasts to help your job search. Love for you to sign up for the weekly newsletter. I share the latest articles I've written, new podcast episodes, and answer any questions you may have. The new job search is scary and if you need help, I am here for it!

<script type=”text/javascript” src=”https://platform.linkedin.com/badges/js/profile.js” async defer></script>