Comments on: Yes, you should apply for that job

By: Anonymous

Anonymous — Tue, 23 Aug 2022 15:55:06 +0000

Hire attitude and train aptitude

By: MariaRose

MariaRose — Tue, 16 Aug 2022 16:06:27 +0000

Considering the fact that most people exaggerate their skills on their resumes, this advice to apply to a job where you may not have all the needed background is not far off, especially if this specific employer is willing to develop their employees’s skills to fit the workplace standards without making any employees not feel part of the company. As long as new hires are not replacing the individuals who are helping them develop their skills to perform better for the job requirements and teamwork skills are also learned, no one should dismiss chances to develop new skills plus face the reality of realizing that no one is perfect.

By: Jan Gartner

Jan Gartner — Tue, 16 Aug 2022 13:35:07 +0000

There’s evidence that males are more likely to apply for jobs when they don’t meet all of the qualifications than are non-males. This is true to my own experience of working largely with women. I assume similar is true for other centered identities versus marginalized, e.g., white versus BIPOC.

By: grannybunny

grannybunny — Tue, 16 Aug 2022 13:17:07 +0000

I agree that people should apply for jobs in which they are interested and believe that they can become fully qualified to perform. I’m not sure that I agree with the article’s saying that if you’re 60% qualified, you should apply. I would think that someone starting out with that large a deficit — should they manage to get hired, say, by acing an interview — would really struggle trying to perform, while also trying to upgrade their qualifications.

By: Roelf Woldring

Roelf Woldring — Tue, 16 Aug 2022 13:04:49 +0000

Over the course of 30 years, my recruiting teams hired thousands of folks in what were always tough talent market places. We were always competing for cutting each talent with other employers. We needed to attract top performers, that is people who could do the technical performance requirements of the job, but even more importantly fit into our culture. We had a staff referral process in place. We were surprised by the number of referrals we invited to apply who never did. So we went out and talked to some of them. Here is what we learned.

1. Top performers are also top learners. If they had some of the relevant technical skills it did not take them long to learn the other ‘technical things’ they need to learn to do our open roles well.

2. Top performers were motivated by challenged. When we switched to posting the 5 core challenges new hires would face in the 1st year on the job, we got many more applications from these folks.

3. Top performers would quickly looking at a posting and decided one of three things, thereby falling into one of these 3 groups.

A) This is a great job. It challenge me. I want it. I am motivated to apply for it. Let’s do what it takes.

B) This job has the right title but the challenges in it are not ones which motivative me. So I will not apply.

C) Much as this job appeals to me, I just don’t have what it takes to address these challenges yet. So I will not apply. But if I want a job with these challenges, I better set about acquiring the skill set and experience I need to ‘meet” challenges like me.

Resume spam disappeared because Groups B and C self-selected themselves out of the running. . Our interview process with Group A focused on the future – what these candidates were going to do to meet these challenges, giving us much better data on which to assess both the performance and culture fit of the person to the open role. We evolved and eventually stabilized this process into the Performance Challenge Recruiting Process (described in “Recruiting Realities: Avoiding Bad Hires), which you can download from https://bit.ly/AvoidBadHires

By: Kim Henning

Kim Henning — Tue, 16 Aug 2022 13:03:32 +0000

This. Thank you. This article speaks to me in so many ways.