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Apply a job you aren't qualified, How?

The perfect candidate isn’t always available

Robert Half District President Richard Deosingh talked about the poll and how it highlighted the current “skills gap” – in a worker’s market, the perfect candidate isn’t always available. Companies are willing to hire someone who doesn’t match nearly all the requirements – and they’re willing to train. 84% of employers are either “somewhat open” or “very open” to hiring and training someone who lacks the required skills, according to the poll.

Here’s how to use it to your advantage and vault your way into your next job.

Look at the job listing’s language. When a candidate is applying, there are ways to tell which requirements are hard-and-fast and which are more of a wishlist for a perfect candidate, Deosingh says. “It all depends on how the job description is written,” he says. If the listing says a qualification is “preferred” versus a “must,” that’s something to pay attention to.

Mind the gap. Be realistic. When it comes to that 78% that would apply for a job that they’re not totally qualified for, he says, there are ways to do it strategically. “They have to be mindful that the gap isn’t so big that they can’t overcome it,” Deosingh says.

Make up for shortcomings using transferrable skills. “For areas they don’t have exposure with, they need to identify that and use any bit of experiences they have in their background to help accommodate for that gap. Is it an instance where you work in a similar environment and those skills are transferrable?”

Make sure you meet at least 50-60% of the requirements before applying. It depends on the job’s seniority and the amount of experience they’re looking for, Deosingh says, but that’s the minimum amount you should shoot for. You might need to be mindful of meeting more, however, as you climb the ladder. “What you don’t want is to misrepresent yourself.”

In short, it’s never been a better time to apply for a job that’s a bit of a stretch, and the odds are in your favor.

The biggest mistake on resume is what?

This is the biggest mistake people make on their resume!

Celeste Joy Diaz, the recruiting manager for university programs at Amazon, said her team doesn’t like to talk about “red flags.”

But there is one big thing that can irk recruiters like Diaz during the application process: namedropping your place of employment, without explaining what you did there.

“Titles are great, but we want to understand what was the project you owned, what was the scope of a project, and what did you accomplish,” Diaz told Business Insider.

Simply stating in your resume that you worked at Google, The New York Times, or some other name-brand company is impressive, but it doesn’t really communicate what you did with that opportunity.

That doesn’t just apply to recruiters at Amazon, either. Career experts across the board have named lack of explanation as one of the biggest mistakes that applicants make in their resumes.

“Lack of measurements and results in the file is my biggest resume pet peeve,” executive resume writer and career strategist Adrienne Tom previously told Business Insider. “Without any measurements of success, the file is lacking proof of skill.”

So, expand upon what you did in that job that brought value — whether that’s an amount of revenue you produced, projects you led, or how you excelled in your monthly goals.

Including the numbers that back up your success is key, Tina Nicolai, executive career coach and founder of Resume Writers’ Ink, previously told Business Insider.

Be as specific as possible. Write, “Helped grow revenue by 500% to $1 million in 12 month period by doing X” instead of “Helped grow revenue,” Nicolai said.

“Employers need numbers to be able to fully evaluate the scope of your bandwidth,” Nicolai said. “No position is exempt from measuring results. And metrics help employers determine if a person is capable of leading a team, managing clients, or growing the business.”

This extends to job interviews as well, Diaz said. She recommended discussing your previous roles with other people, so you can practice giving concrete examples of your achievements and explaining what your job meant beyond the title and the company.

“People might not take the time to think about the impact of the work they’ve done,” Diaz said. “I want to understand the scope of impact more than just job titles.”