Being the Most Qualified Does Not Guarantee You the Job!
Have you ever left an interview feeling you nailed it quite well that you would be offered the job? You wait for days (or weeks) only to hear you didn’t. I am sure you have, and it’s not a nice feeling.
The US elections are over. One candidate got hired; the other got fired, and for those of us who follow politics, we are wondering what happened. That conversation was what dominated the group coaching class with the women in my Let’s GROW Project today. One woman commented that the most qualified person did not get the job. I chimed in that 46.9% of eligible voters did not vote. Another spoke of places where people do not have the opportunity to vote. The discussion provided a segue into why being the most qualified candidate does not necessarily guarantee you the job.
Here is how the group drew an analogy with the results of the US elections and a job interview. Two candidates were shortlisted for the position and were going to be interviewed by a panel of the American public. One had a very impressive resume. She had 30+ years of experience in politics as First Lady of a state; First Lady of the United States, Senator and Secretary of State. She also had testimonials and references from high profile colleagues and celebrities. All that would easily make her a shoe-in for the job.
The other candidate didn’t have any of that. He touted himself as a businessman, and an outsider to the Washington establishment. Despite publicly passing incendiary remarks, and refusing to follow protocol, it did not stop him from getting the job. How did that happen? Answers to that question will vary, depending on which side of the political fence one is on. However, from a job search perspective we could examine the role that personal branding, messaging and the halo effect might have played:
Personal Branding and Messaging
One candidate branded herself as the one with the experience, a steady hand and an even keel temperament. She cited her many success stories and had proof that backed them up. Many on the interview panel (the electorate) believed her. In fact, she won the popular vote, but because of how the Electoral College works, she did not get the job. What went wrong? Was it her brand? Did people buy into the narrative that she was untrustworthy? What about her messaging? Was it clear to her audience that she understood their pain?
The other candidate branded himself as the outsider; the businessman who could turn around Washington. He pointed to his business successes and his ability to ‘swing deals’. Although that is debatable, it was enough to convince a good part of the electorate that he was the best person for the job. He showed himself as an astute marketer, ripping right into the heart of their core beliefs – that the status quo needed a shake up; that the other candidate was a part of the establishment and was going to offer more of the same. His messaging was effective enough where his negatives didn’t matter to his constituents.
The Halo Effect
The halo effect, as described in Wikipedia, “is a cognitive bias in which an observer’s overall impression of a person, company, brand, or product influences the observer’s feelings and thoughts about that entity’s character or properties.” This means, many on the interview panel could have been influenced positively or negatively by their perception of each candidate. If that were the case, their minds were already made up. Regardless of what the candidates said from thereon, they latched on to their first impression of each candidate.
- Not too many of us aspire to be a head of state, but we are very often invited to interviews. In preparing for an interview, what could we learn from the results of the US elections?
- A resume might not be enough. An impressive resume, LinkedIn Profile (with its many testimonials), and high profile celebrity references might not be enough to get hired. Go beyond those, and think of what additional value you have to offer. Determine if your 30+ years of experience is an asset or a liability, and will it help or hurt your chances?
- Branding is not just for companies. It is common these days to speak about one’s ‘personal brand’. This is a blend of people’s perception of you and how you see yourself. Are they congruent, or, do people characterize you as someone different from who you really are? One way to find out is to complete a 360 assessment. These are easily available from a variety of sources, including the 360 Reach Branding Assessment.
- Authenticity is a key part of your branding. Be yourself. Highlight the skills, knowledge and strengths that make you unique. Showcase yourself in a way that feels natural to you, yet capture the attention of the hiring manager. You need to ensure that your brand is received positively by the people thinking of hiring you.
- First impression matters. You should strive to make a good first impression. Extend your research beyond that of the company and to the people who will be a part of the interview panel. Don’t know who they are? Find out, then conduct a Google search. What you discover could serve as a conversation opener and rapport builder instead of having to discuss the weather.
- Messaging is important. Your message should be tailored to the needs of the employer. You need to articulate your success stories in a way that convinces the employer you understand their needs, know where their pain points are, and that you “can fix it”(according to one of the election candidates).
- Monitor your social media footprints. Most employers conduct a search on candidates before inviting them to an interview. Make sure you do the same. Do a Google search on yourself to see if there are any negative or unsavoury mentions about you, and clear them up as quickly as you can.
It hurts when you were not hired for the job you were sure you would get. You know in your heart that you have the right qualifications, skills and experience. You did all that you could do, but the decision making was not under your control. Don’t beat upon yourself too much and never stop believing in you and your capabilities. “Take a deep breath, pick yourself up, dust yourself off, and start all over again”, said Frank Sinatra. This might not be easy. It could take days for you to come to terms with what happened, but life goes on and so should you.
What other tips would you offer to someone who is feeling dejected because of a lost job opportunity?
See full article at : daisywright.com