This might be a “hard pill to swallow”, but I see it all the time…
When companies are hiring, they write out the job description, list everything they need, and then tell me:
“We want someone who can already do ALL of this.”
Then my question back to them is…
“But why would that person want your job?”
If they can already do 100% of it, where’s the progression?
Where’s the challenge?
What are they actually going to learn?
They might as well stay where they are, keep doing what they’re doing, and take the next pay rise.
If a candidate looks at your job and is thinking “I’m already doing that…” they’re probably not going to bite.
Nobody looking to step up wants a job where everything is totally new. But they also don’t want a job they can do with their eyes closed.
There should be some middle ground…
You need to be able to contribute AND grow.
Hiring managers sometimes forget that second bit…
So if your requirement is:
“They must have already done every single part of this job”…
Don’t be surprised when the people who meet that requirement aren’t flocking to your doors.
Now for the other side…
I’ve also seen candidates who have taken this too far in the opposite direction.
Here’s a ridiculous example…
Imagine I decide tomorrow that I want to become a clown.
Can I juggle?
No.
Can I ride a unicycle?
No.
Have I done anything remotely related to being a clown?
No.
But I’m really enthusiastic about it… Can you train me?
I’ve had candidates like this who have been after a role that would be almost entirely new to them.
But wanting the opportunity isn’t the same as being ready for it.
You’re essentially asking an employer to pay you while they teach you an entirely new job.
Of course, if you’re applying for a role and there are areas you haven’t done before, that’s absolutely fine. I’d expect it.
But show me the foundations. Show me what you can already deliver.
Show me where you’ve had exposure to the areas you want to develop.
And if you know there’s a gap, start doing something about it.
Take the course…
Get the qualification…
Ask for more exposure in your current role…
Demonstrate that you’re already trying to close the gap rather than expecting your next employer to do it for you.
I don’t think the right question for a candidate is:
“Can you do every part of this job?”
And I don’t think the right question for an employer is:
“Have they done every part of this job before?”
It’s in the middle.
Can this person contribute from day one while still having enough left to learn that the move is actually worth making?
Get that balance right and you’ve got something that’s attractive to both sides.
Best regards,
Mike
