The job hunting skill that helped me be a stronger leader
“But I’m not qualified for this.”
I’ve heard this statement countless times from friends, clients, and colleagues in the midst of a job search. Usually, they say it after coming across a description of what looks like their dream job.
They get excited! They keep reading the job posting. And eventually, they stumble upon the qualifications section. The excitement dies down.
They go silent. And they say defeatedly, “But I’m not qualified for this.”
It’s not you. It’s them.
Here’s a not-so-well-kept secret: 95% of the time, the construction of a job description is akin to throwing spaghetti at a wall to see what sticks.
Most companies do not know what they need in an employee - let alone how to articulate it.
Have you ever been in a position where you’re confident that your boss and colleagues have no idea what the full scope of your job is? Yes, so have I. So have most people I know.
That doesn’t just go away when you leave. Your departure doesn’t suddenly bring the company clarity regarding your position and what will set a person up for success in it.
Plus, hirings are typically time-consuming, stress-inducing, and urgent. Meaning, when a company is getting their job description out the door, they are usually throwing together a wish list of qualifications based on a wide range of criteria: from characteristics they believe the last person had or didn’t have, to what they think a “good boss” would look for in an employee. (Yes - I’ve personally been told this exact phrase multiple times!)
Yikes.
The good…no…GREAT news
Here’s the thing. A company not knowing what they want is actually an incredible opportunity for you - if you’re in the right mindset.
When we incorrectly assume that others have everything figured out and know exactly what they want, we usually incorrectly discount ourselves from the opportunity before even putting ourselves out there.
Why do we do this? To avoid rejection, of course! It’s okay. Rejection sucks. But not finding the best opportunity for you sucks even more.
So, the trick I use is the 33% rule. If you fit 33% of a job’s qualifications - apply! Yes, that’s right. 33%. As long as you’ve got the essentials like required industry certifications, don’t let “10 years experience” hold you back when you have 8 years under your belt.
I’ve certainly used this tactic - and the people I know who have used it as well have landed some pretty sweet jobs that became huge career moves.
How does this apply to leadership?
Assuming that everyone else knows exactly what they want and exactly what they’re doing isn’t just destructive in job searches. It’s destructive to strong leadership.
Why?
Well, when you believe that everyone else has it figured out, you are more likely to blame yourself for everything that goes wrong.
Your colleagues love you and you are invaluable to the team, but you keep getting passed over for promotions? Must be a shortcoming on your part.
That client prospect who was so enamored with you suddenly went cold and flaked? Must be something you did.
You have been working nonstop, but you don’t feel any more secure than you did before. Must be an inherent flaw in you.
When you get in the habit of blaming yourself, it can spiral quickly. The concerns and stressors, left to roam free, eventually become self-fulfilling prophecies. You start projecting your insecurities all over everything.
Suddenly, you aren’t responding and reacting to the outside world as it is. You are responding and reacting to a world built from your deepest fears.
Kind of counteractive to what most of us are going for - am i right?
The answer? Rewind back to the beginning - before you bought into the concept that you are less qualified or less knowing than the people around you. Back before you started blaming yourself.
That’s the point from which more helpful, empowering perspectives can be planted and thrive.
That’s the point from which strong leadership is built.
Leading Forward - the 4-week reset program for leaders of all kinds - begins in less than 2 weeks and there are a few spots left.
Corporate leadership/HR expert Stacy Henry and I created the program to help build and support strong, thriving leaders in these uncertain times. Straightforward and accessible - you won’t want to miss out.