Have you ever had an honest job?
Finding a suitable job is not easy. To put it nicely. In fact, it's pretty difficult. So difficult that one would like to let the secret list with all the wishes and the profile for the dream job disappear discreetly in some corner.
And once you have actually found a job offer that takes at least half of all requests into account, the requirement profile reads like looking for a needle in a haystack. Have you just come from university? Nevertheless, you should have at least 5 years of professional experience. Do you speak english fluently? What about Arabic, Chinese, and Russian? You also need leadership skills. At least for a team of 150 employees. Even if you haven't even managed to inspire your study group yet. The main thing is leadership skills.
Requirements profiles can therefore quickly prevent you from thinking about a possible application. But the fact is that behind all the requirements for your skills and competencies there is often a system that enables companies and HR departments to only address those employees who actually fit. And in the rarest of cases, these employees meet all requirements.
Why do companies then place such high demands on their future employees and how can you best decide whether you should apply better with your profile or not? And how do you do that when your skills only partially match?
The tactics behind the requirement profile
Recruiters from HR departments think differently than applicants. Imagine posting a job doing your next term paper. Of course, you would mention all associated tasks and requirements in the advertisement.
Even if you are well aware that applicants who do not match 100% will get in touch. This creates new ideas and opportunities. And the completely unsuitable applicants will not even get in touch based on your list.
The application process works in the same way for real companies. The recruiter thinks about the tasks of a vacant position. He asks the employees what knowledge is required to optimally integrate a new colleague. This creates a requirement profile that corresponds to the perfect candidate.
But that doesn't mean that the recruiter is only looking for perfect candidates. First and foremost, it is also about informing the completely unsuitable candidates and thus preventing an overflow of applications.
Large companies in particular receive hundreds of applications every day. A high requirement profile helps the recruiters not to sink completely into work. However, they are well aware that applicants who do not meet all the requirements may also be suitable for the position. Every recruiter is interested in an interesting idea or unusual skill.
Apply or not? Your decision in three steps
You now know that there is much more to a job profile for new employees than just harassment. Even if it looks like it at first glance. You also know that the recruiters accept applicants who do not meet all requirements and at the same time are open to new suggestions and ideas. This is a good starting point.
Now it's up to the decision. Are you applying or do you prefer not to? There are three steps that will help you make the right decision.
Step 1: can you do that? Self-assessment
The first question applicants ask themselves is usually aimed at the company: Do I have enough qualifications to even be shortlisted? Instead, the first question should be about you. Apart from the selection process: do you really dare to perform the tasks described? Put the job profile aside and take a close look at what you will be doing in the position. Can you do that
If your honest self-assessment leads you to the fact that your profile is suitable, this is the best reason to write an application.
Step 2: read carefully. Read the requirement profile a second time.
If you have decided in the first step that you will master the tasks, it is now time for the requirement profile. Because here it is worth taking a second look. Which formulations were used for the desired qualifications?
If you find an “absolutely necessary” or “required”, you'd better meet those requirements too. Many other requirements also come with formulations such as “ideally” or “desirable”.
If you meet these requirements as a potential new hire, you have a really good chance of impressing the HR department. If not, that's no reason to bury your head in the sand. The question now is rather: what can you do better?
Step 3: what can you offer?
You rated step one positively. And you meet all the essential qualifications. These are two very good requirements for an application.
So that the recruiter is really interested in your application, even though you do not meet the ideally desired requirements, creativity is now required. Read the task descriptions carefully again. Have you attended part-time jobs, workshops or courses that are thematically related? After all, there will be a reason why this particular job offer appeals to you. And it is precisely this reason that needs to be found out.
If you can do that and refer the recruiter, you shouldn't hesitate much longer. Instead, sit down at your desk and write an application.
Honesty wins. Even with your application.
If you have decided to write an application although you do not meet all the requirements, there is one important rule you should follow. Honesty.
Do you find the tasks very interesting because you will interact a lot with people even if you do not have one year of practical experience, but only a practical semester? Then you should write exactly why you would like to work with people so much. And it would be better not to spend your summer job selling sausages at the zoo as practical experience.
After all, the goal of your application is an interview. And this is where you score if you can appear as natural as possible.
So take the job profile for what it is: a precise description of what to expect as a new employee in the job.
If that sounds feasible to you, you should apply with exactly this reason. Because HR employees also know: The famous egg-laying woolly milk pig just doesn't exist.
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