Don’t Self-Reject: Why You Should Apply Even If You Don’t Match the Job Description 100%
Have you ever come across a job listing that seemed perfect for you, until you got to the requirements section? Maybe you didn’t have the exact years of experience asked for, or you were missing one of the listed skills. If that’s happened to you, you’re not alone. Many qualified candidates self-reject by deciding not to apply for roles they could be a great fit for, simply because they don’t check every single box.
In this article, we’ll look at why you absolutely should apply for jobs even if you aren’t a 100% match to the description. We’ll cover:
- Why job descriptions are often wishlists
- The importance of transferable skills
- How to make your case as a strong candidate
- When it does make sense not to apply
- Tips for applying to roles you aren’t a perfect match for
Let’s get into it!
Job Descriptions Are Wishlists, Not Strict Requirements
While some job requirements like certifications or education credentials are hard prerequisites, many of the listed “requirements” are really just preferences from the hiring manager or recruiter. They are wishlists of what an ideal candidate might look like, not necessities that every applicant must fulfill.
Think about it from the employer’s perspective. They want to attract a wide pool of qualified candidates to select the best person for the role. So in reality, employers usually hire candidates who meet 60% of the criteria. They recognize that it’s nearly impossible to find someone who checks off every single box.
Some job postings are also designed to describe the responsibilities and expectations of the role more than preset qualifications. They err on the side of being overinclusive so that candidates from diverse backgrounds feel welcome to apply.
The person ultimately hired may well check every box, but most employers know not to limit their search only to “perfect” candidates on paper. If you have many of the listed skills and experiences, you should absolutely throw your hat in the ring.
Transferable Skills Matter More Than Checking Every Box
Even without direct experience in a role or industry, you likely have a wealth of transferable skills that could allow you to quickly get up to speed. Problem-solving, communication, project management, and other cross-functional capabilities tend to be highly valued by employers.
Research shows that transferable “power skills” like critical thinking and resilience are becoming even more important as specific technical skills become obsolete at a faster rate due to automation and disruption. An employee’s ability to adapt, grow, and keep learning new skills is a major asset.
So, ask yourself: While you may lack some precise hard skills or years of experience for that software developer, digital marketer, or business analyst role, what transferable skills do you bring to the table? Things like:
- Problem-solving and grit to power through challenges
- Excellent communication and interpersonal abilities
- Ability to quickly learn and implement new digital tools
- Proven track record of driving results and accomplishments
Just because you haven’t worked in a certain niche before doesn’t exclude you from consideration. Make your transferable skills shine, and frame how your background makes you a unique asset for that organization.
You can learn technical skills on the job more easily than you can train mindsets, personalities, and core talents. Companies want to hire for potential as much as current resume credentials.
Making Your Case as a Strong Candidate
If a job description piques your interest despite not matching every criteria, it’s important to apply in the right way. You should proactively address where you may fall short and emphasize why you’d still be an excellent candidate.
In your cover letter, don’t gloss over the gaps between your resume and the job posting. Acknowledge them upfront and then make the case for why the employer should consider you despite the differences. For example:
“While I only have 3 years of experience managing digital marketing campaigns instead of the 5+ years listed, my background and proven track record showcase the key skills needed to lead your team…”
Then, go on to highlight examples and accomplishments that demonstrate your capabilities in the areas required for success. Focus on skills, personality traits, and experiences that map back to the core requirements, even if not exactly as listed.
Remember that hiring isn’t just about checking boxes on a list. You’re aiming to present yourself as the ideal overall candidate package—an ambitious, hardworking professional who checks the most important boxes and whose unique background could be a major value-add.
The cover letter is your chance to humanize your resume and demonstrate your passion for the role. Identify the key priorities and responsibilities and map your relevant background and strengths back to those focus areas.
Don’t Reject Yourself Before the Employer Does
At the end of the day, the employer is the one to decide if you meet enough qualifications to move forward. Don’t pre-emptively disqualify yourself based on labeling yourself as under-qualified! You aren’t doing yourself any favors by rejecting your own candidacy first.
If you can make a compelling case for why you’d be an excellent hire despite the gaps, there’s no reason not to apply. If the employer agrees you aren’t quite the right fit this time, you’ll have gotten your candidacy out there for future roles. You never want to miss out on an opportunity you were qualified for simply because you self-rejected.
When Not to Apply If Way Underqualified
While it’s almost always worth applying if you meet the core requirements and key responsibilities, there are a few scenarios when not applying makes sense:
Minimum Credential Requirements
If you lack a certification, license, or education background that is an outright minimum requirement for a role, it probably doesn’t make sense to apply. These fundamental credentials are often unmovable requirements for certain regulated industries and roles.
You Clearly Lack Multiple Key Capabilities
If when looking at the list of Responsibilities and Key Qualifications, you identify multiple core capabilities you are lacking, it’s likely you aren’t well-matched for the role. Make sure to differentiate between “Nice to Haves” and those listed as top priorities.
The Posting Lists Experience Requirements You Can’t Reasonably Claim
If the listing states “5+ years driving SEO strategy” and you have no professional SEO experience, it probably isn’t worth exaggerating or misrepresenting your background for this specific role. If it’s an area you’re passionate and knowledgeable about, you could briefly note your transferable skills and interest while acknowledging the experience gap.
Far Below the Years of Experience Listed
Most employers build in some flexibility around experience requirements. But if you have 2 years experience and the listing wants a hard minimum of 8+ years of direct work experience, you likely fall below what they’re willing to consider for this particular role.
The key is looking for roles where you can make a compelling case—not attempting to shoehorn yourself into roles where you are clearly under-qualified across the board. However, don’t self-reject simply because you don’t check every single box!
Tips for Applying When Not a 100% Match
Ready to apply for some promising roles, even if your qualifications don’t perfectly align? Keep these tips in mind to maximize your chances:
1) Prioritize person-organization fit over checklist matching. Research the company culture, values, and what they’re looking for in new hires. If it’s a match, highlight your alignment.
2) Lead with passion for the role and quick learning abilities. Enthusiasm and a desire to grow can help offset gaps. Showcase your intellectual curiosity and motivation to learn.
3) Highlight adjacent or transferable experiences. Maybe you don’t have direct experience in their industry, but you have other relevant skills and project examples showcasing your capabilities.
4) Quantify your accomplishments with metrics/data. Numbers and hard results tend to impress more than subjective statements about your qualities and skills.
5) Be upfront about gaps and explain your reasoning. You want to avoid looking deceitful. Acknowledge experience gaps while putting a positive spin on them as opportunities to learn and grow.
6) Use your cover letter to make your case. This is where you really sell yourself for the role. Break down the most important qualifications and highlight your matching experiences.
7) Enlist other application materials like a portfolio or work examples. Demonstrate don’t tell! Show your capabilities through sample projects, visuals, code repositories etc.
8) Get your application materials in front of the right people. Beyond online submissions, follow up with a recruiter or hiring manager directly. Or see if you can get an internal referral from your network.
9) Apply a smart, targeted approach. Don’t rapid fire out your resume to anything and everything. Prioritize roles that are realistic to have a shot for.
10) Ask for an informational conversation first. You can use an introductory call or email to have a frank conversation with the hiring manager about your qualifications and fit for the role before formally applying. Explain your background and motivations for the role, and see if they feel you could be a viable candidate despite the gaps in your experience.
11) Apply with a tone of confidence. Don’t profusely apologize for your gaps or undersell your qualifications. Maintain a confident yet respectful tone that highlights the positives you’d bring to the role.
12) Emphasize your fit for the job responsibilities. More important than checking certain boxes, make a case for how you possess the core skills required to succeed in the role’s key responsibilities and priorities. That’s what employers really care about.
13) Consider applying for contract or freelance roles first. Temporary gigs or freelancing in your target field can help you gain relevant experience to beef up your qualifications before going for a permanent role.
The Right Mindset for Getting Your Foot in the Door
At the end of the day, successfully landing a role that you aren’t a 100% perfect match for on paper requires a mix of smart strategies and the right mindset. You have to walk the line between confident and honest about your experience gaps.
Don’t be arrogant or make ridiculous over-promises about skills you clearly lack. But also don’t automatically disqualify yourself before giving the employer a chance to objectively evaluate your fit. Sell your strengths and unique qualifications that could make you an ideal candidate.
Research finds that women are dramatically more likely than men to avoid applying for roles where they don’t meet 100% of the criteria. This tendency to self-reject exists for candidates across demographics, holding them back from great opportunities.
Focus on what you do bring to the table rather than fixating on what you lack. When applying for roles that are realistic reaches for your experience level, emphasize:
- Your passion for this type of work and quick learning abilities
- Proven skills and accomplishments that transfer well to this role
- An upbeat, go-getter attitude ready to take on new challenges
- Unique differentiators that could make you an excellent hire
You Get Nothing If You Don’t Try
At the end of the day, you truly have nothing to lose by applying for a role that could be an exciting opportunity and potential step forward for your career—as long as you aren’t brazenly misrepresenting your background. The worst that can happen is not getting that particular role. But you’ll get valuable practice presenting yourself, and earn consideration for future roles.
The only real mistake is not applying for a role you could potentially be an excellent fit for, simply because you talked yourself out of it prematurely. Apply, and let the employer make the determination of whether or not you are qualified.
Forward-thinking companies today aren’t just looking for candidates to check all the conventional boxes on a list. They’re seeking talented individuals with unique backgrounds who can bring fresh skillsets and perspectives to their organizations. Don’t self-reject from consideration before you even get in the room!
Remember, that job listing was likely written to describe an ideal candidate…but hiring managers know those are often unicorn candidates that don’t exist in the real world. If you bring many of the core qualifications to the table alongside strong transferable skills and an outstanding attitude, you deserve a shot at selling your unique fit. Now get out there and apply!