Near enough can well be good enough

Megan Alexander. Photo / Supplied

You've been applying for what seems like 10 jobs a week and getting nowhere - not even an interview.

Maybe it's time to be more selective, you think. From now on in, you'll only apply for jobs you're absolutely perfect for. I mean, why waste your energy on taking a punt if employers won't even look at candidates who don't meet all their criteria?

Although understandable, adopting such an attitude could be a real mistake. If you believe you will be able to perform a job well despite the fact that you fit only seven out of the 10 stated criteria, there may still be hope. Indeed, even though it may surprise you, with seven out of the 10 stated criteria, you might actually be the best fit for the job.

So instead of dismissing such vacancies out of hand, consider yourself from a hiring manager's perspective and build a case that shows why you're the best person for the position. Here's how:

Don't waste their time. First, make sure your background meets at least the most basic criteria for the position. If the job requires expertise in three specific software programs, for instance, and you are familiar with only one, don't apply. If it says a formal professional qualification is a non-negotiable and you are only in your first year of study, this probably isn't the job for you.

However, if the ad states that candidates should possess seven years of experience, and you have five, an employer might consider your application. The reality is that even though there are a lot of candidates on the market at present, there is still a shortage of highly skilled candidates in several professions, such as accounting and finance. Employers frequently do have to consider candidates who meet most, but not all, of their criteria.

Find an inside connection. One of the best ways to get your foot in the door when you're a near fit for a job is by asking for a referral from someone who can speak to the hiring manager on your behalf. Ask those in your network if they - or someone they know - can provide an entree into the firm. This is a particularly good option if a former colleague, with whom you worked well, already works for your target firm.

Social networking websites such as LinkedIn and Facebook can be especially helpful in uncovering people who may have an "in", but be careful when asking for help. If you ask someone to go in to bat for you, you must be honest and upfront with them - they must be able to trust you, and there must be no danger they will later be embarrassed by their support for you. And you should never pressure anyone to put in a good word for you - if someone says no, or is obviously uncomfortable, don't push the issue.

If it is appropriate, see if your contacts can arrange a meeting with the hiring manager. Sometimes, all it takes to get a chance at a job is a face-to-face meeting where you can make your case directly. This allows you to establish a rapport with the employer and show your enthusiasm for the position.

Address concerns upfront. Instead of hiding any shortcomings you possess, acknowledge them. For example, if you're overqualified for a position, use your cover letter or the interview to explain why the job appeals to you. Perhaps after managing a large team of employees for years, you've decided you'd prefer to do more hands-on work as an individual contributor and not oversee others.

If you're a bit under-qualified, you might note how strength in one area (such as a well-regarded certification you recently earned) could make up for weaknesses in another (your lack of necessary experience, for instance). Or if you have one paper to go in your qualification, but have an A- average in everything you've achieved so far, explain how you intend to gain that final paper, with a suitable grade, within the next year through part-time study.

Highlight ROI. Hiring managers want employees who have a proven track record of saving previous employers time or money. Promote the bottom-line benefits you can offer by highlighting in your cover letter or CV what you have achieved for previous employers. You could note, for example, how you spearheaded the implementation of a new billing system that saved people time when uploading data, freeing up staff to focus on other critical tasks.

Offer a trial run. If you are sending an application to a company that has had a difficult 18 months and is only just beginning to add new staff, the hiring manager is less likely to take a risk on someone who doesn't exactly match the job criteria.

As a result, you might have to sweeten the deal to convince the employer to take a chance on you. You might offer to start the job on a project or temporary basis, for instance, with the agreement that you will be brought on full time if you meet certain performance objectives.

Be truthful. Above all, keep in mind that you should never stretch the truth in an attempt to improve your odds of getting a job. Your lie could easily be uncovered, damaging your professional reputation and seriously harming your prospects of getting not only this job, but any others you may later apply for.

The shortage of skilled candidates in many occupations, results in some organisations that are willing to take smart risks on seemingly promising employees, but it's up to you to show them why taking a small leap of faith would be a wise move.

By addressing any potential concerns up front and building a compelling case for yourself, you'll improve your chances of convincing them that an "imperfect" candidate like you is the right choice.

Megan Alexander is the general manager of Robert Half New Zealand