Why You Should Apply For A Job Before You Feel Ready

ARE YOU A CORPORATE WOMAN LEADER (OR WORK WITH THEM?) IN THE OMAHA, NE METRO?? CLICK HERE FOR AN EXCLUSIVE EVENT FOR YOU ON NOVEMBER 5.

I saw a big difference between men and women’s behavior towards job promotions when I was in Corporate HR. I saw it again when I coached both men and women leaders.

Many times when men saw a job, if it made them excited, they went for it. They didn’t seem to ruminate very long on the qualifications list. Many times they would reach out about the role, reiterating their interest and ask for connections. However, women seemed to approach this differently. They would often review each qualification and conduct an internal pass/fail assessment of each one listed. If she didn’t "pass" her internal assessment on meeting all of the qualifications, she’d hold back on applying.

Many times, these women would reach out to me while I was in human resources, expressing her joy that the job was posted, but worried about her meeting every single qualification. She'd wonder if she needed to go back to school or secure another certificate or qualification. Many times, she’d stall on applying for that role until she could check just one more box. Ultimately, she’d apply for lower paying jobs she was actually OVERqualified for.

LinkedIn conducted a research study that confirmed many of the tendencies I saw as an HR leader and as a coach. They evaluated gender-based job application activity. It showed that women will wait until they meet 100 percent of the job qualifications, while men wait until they meet 60 percent before applying.

In a recent conversation with a client who is exploring her next career opportunity while also underestimating her potential to do the job well, I still see this mindset in action - and it is expensive. Why? It not only costs us our peace by remaining in unfulfilling roles, but also costs us in our paycheck by remaining in lower paying roles women are often overqualified for.

Here's a secret I'll share from my time writing role descriptions and job postings in human resources - WE DON’T ALWAYS EXPECT someone to meet 100% of the qualifications. That’s just a hope! In fact, I can tell you that I - and many leaders I know - have hired many candidates who only met 30-40% of the requirements and crushed the job because of their talent, work ethic and attitude. I personally have been hired into roles when I only met half of the qualifications, like when a leader took a chance on me as I moved from a Director of Training role to a Marketing role. I had zero marketing experience.

You are more ready and more qualified than you think. Yes, you will feel like an imposter at times - feel the doubt and apply anyway. The world and your workplace needs the unique gifts that only you were born to do.

Boost Your Peace

Remember, nerves are normal in this process. You are making a vulnerable career move in getting uncomfortable as you stretch your comfort zone. Get present and try to name the emotions you are feeling. Take deep, four-count breaths as you apply for the roles and show up for interviews. Normalize this as much as you can, "Of course I'm nervous, I'm taking the next step to advance my career."

Compassion for these normal yet uncomfortable emotions is key here and it's underrated when it comes to feeling confident. You cannot criticize yourself into more confidence here.

You cannot criticize yourself into more confidence.

Boost Your Potential

Own the value you bring to the organization. What specific skills and talents can only you bring to this role? What makes you a unique choice? When I was working to make a shift from a training role to a product marketing role, I focused on my ability to create and launch new programs and educate people on new ideas. This skill was key in launching a new product, even though I didn't have traditional marketing experience.

If helpful, find specific examples of the following to communicate the value you bring to the organization:

1. How did I help my company make money? What were the results?
2. What efforts did I pursue that helped my company save money? How much?
3. How did my projects helped the company reduce risk - what was mitigated?
4. How did my efforts help my company lead innovation - what was created or adopted?

Boost Your Paycheck: Many times, women are tempted to ask for a lower salary if they feel underqualified, citing their lack of meeting all of the qualifications as the reason they should ask for the lower end of the salary band or not negotiate their offer. This is costly, and in my HR experience, men didn't hold this mindset. Instead, using the assignment above, focus on the value you bring to the role and the organization, and use market data points (via online websites like LinkedIn, Payscale, Glassdoor, etc) to suggest an appropriate salary range. Try using a phrase similar to the following:"Given my history of results, the insights I can bring to this role and the market data for this role, I believe a fair range for this position is $200,000 to $215,000."

As always, it's normal to be nervous. As I remind my clients with a bit of humor - a job application is not a marriage proposal. You aren't event dating yet. Apply and enjoy the process of the get-to-know-you conversations. The interviews will help you build your skills for all of your future opportunities of advancing at work. Getting into action builds your interview muscles, and taking consistent action builds confidence. After all, confidence is a side effect of taking action.

Confidence is a side effect of taking action.

ARE YOU A CORPORATE WOMAN LEADER IN THE OMAHA, NE METRO? CLICK HERE FOR AN EXCLUSIVE EVENT FOR YOU ON NOVEMBER 5.

Kelli Thompson is a leadership & executive coach, award-winning speaker and author who is on a mission to help women advance to the rooms where decisions are made. She offers executive coaching , leadership workshops and keynote speaking to lead with more clarity and confidence.