40: Want the role? Go for it!
?Throughout my career, I’ve hired many people, and it’s never an easy task, especially within large organizations. With so many qualified candidates to choose from, how do you decide who’s the best fit?
But hiring is, first and foremost, a process of exclusion.
If you are the one applying, you need to ensure you don’t exclude yourself. One of the most common ways candidates self-exclude is by failing to show genuine enthusiasm for the role. It’s that simple: you need to show that you want the job 100%, not 80% or 90%.
I’ve had to discard several candidates after the first contact because they didn’t demonstrate enough commitment or interest. In some cases, they even expected me to convince them why the role was a good fit for them!
Remember, when you're looking for a job, you're not buying - you're selling. And the dynamics depend on whether it’s a “buyer’s market” (where the hiring manager has many options) or a “seller’s market” (where candidates are scarce)[1].
If it’s a seller's market, being selective can be a smart strategy because you may be the only choice. But if the hiring manager has ten equally qualified candidates, being too reserved isn’t the best approach.
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As a hiring manager, my goal is to find the best candidate with the best attitude: skills can be learnt but attitude cannot[2]. ?You look for someone who not only has the right skills but also the right attitude and organizational alignment. And, above all, I want to avoid hiring someone who isn’t fully committed, as that will likely cause issues down the line.
You might have doubts about the job or the role, and how you would fit, but focus on securing the job first. Once you’ve demonstrated that you’re the best candidate, that’s when you can discuss the finer details like scope, responsibilities, and benefits. At that point, you can decide whether it’s the right fit for you.
To land a job, you need to show you really want it: go full in!
[1] Several studies have shown that candidate enthusiasm can act as a decisive factor, especially in highly competitive applicant pools. Candidates who express strong motivation and genuine interest are often seen as more committed and likely to perform well. For those interested check Turban, D.B., & Keon, T.L. (1993).?Organizational Attractiveness: An Interactionist Perspective. Journal of Applied Psychology. This study highlights how enthusiasm and organizational attractiveness influence hiring decisions.
[2] A good post on this topic https://www.dhirubhai.net/pulse/you-dont-hire-skills-attitude-can-always-teach-herb-kelleher-heath/
Digital Marketing & Analytics Lead at Shell | Growth Marketing
1 个月Great article Giorgio - I love your tips and wisdom. 100% agree. It is easier to train and teach a person who is willing to learn than one who thinks that knows all. Attitude to work, tasks, and colleagues are the most important skills in my opinion. Regarding selling yourself, what I find the most challenging (I am talking about myself) is a personal promotion - how to a: get the hiring manager to talk to you (as they might not want to talk to you even on a simple GTKY - because you don't possess the basic skills required) and the second step, when you actually talk to HR - how to sell yourself well.
OBAM (Office Based Account Manager ) Commercial Fleet BELUX
1 个月For me, job hunting is a lot like selling. First, you win over the hiring manager by getting them to like you—call it professional charm, much like how Michael Jordan inspired his teammates before a big game. Once you’ve got their attention, you tailor your pitch to exactly what they want to hear, like LeBron James perfectly setting up a shot. After you're hired, take a moment to soak it all in and understand how things really work—play by the company rules, but never lose your unique flair, just like Jordan showing off his signature moves. Then, surprise them by being 10x better than they ever expected from the interview. Show them they didn’t just hire another candidate—they hired the candidate.For me, it's all about passion and drive. As Kobe Bryant said, “The greatest rewards come from doing the things that scare you the most.” That’s how you make your mark!
Co-Chair at World Energy Council and former head of Shell Scenarios
1 个月I used to develop a spreadsheet for each role with several criteria, half of which were judgements of attitude and what candidates could contribute to the team ethos.
Management Consulting Analyst | Digital Marketing
1 个月Really interesting this point of view Giorgio. In my experience I could see that passion and determination makes the difference when applying. Some times, unfortunately, it is not enough and is not taken into consideration by recruiters. I remain of the idea, as you also wrote, that skills can always be learned if there is the right attitude and motivation
Founder, Author, Coach and Consultant in Positive Sleep
1 个月A good post Giorgio. I still use the three rules I learned 40 years ago: (1) can they do the job? often, but not always, deducible from a CV, (2) will they do the job? Which is all about motivation, and often linked to stage in life & personal circumstances. And finally (3) Will they fit in? Cultural fit is key, including if you explicitly want a disruptor!