Timeline for How can I deal with an interview if I lack a required skill for the position?
Current License: CC BY-SA 4.0
11 events
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| S Sep 18, 2018 at 20:43 | history | suggested | CommunityBot | CC BY-SA 4.0 |
Fixed minor spelling mistakes and grammatical errors.
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| Sep 18, 2018 at 17:40 | review | Suggested edits | |||
| S Sep 18, 2018 at 20:43 | |||||
| Sep 17, 2018 at 18:04 | comment | added | Mark | @385703 Interview prep is never wasted. Interviewing is a skill just like any other - be it an IT skill or a Communication skill. If you don't practice it, it will fade and become less relevant over time. You should Always Be Interviewing, even when you aren't looking for work, to make sure you maintain this skill set for the times when you do need it. | |
| Sep 17, 2018 at 17:54 | comment | added | Tom | Hennes adds another good point: Very often there is a disconnect between the manager looking for a candidate and the HR department writing the ad. They might have standard texts to use, or standard requirements to add, or simply feel they can make the ad better. | |
| Sep 17, 2018 at 16:48 | comment | added | Hennes | The 'requirements' from HR might have nothing to do with the job. That might sound pessimistic but even in a case where a manager wanted to hire me (based on work from the past), when he wrote the requiorements specifically to point 100% to me HR managed to 'improve' them in such a way that neither of us recognises the vacancy. Luckily for me boss and me I am still doing the work which he wants me to do. And not whatever ramble was on a HR posting. WHich is a long winded way of saying "Ignore requirements. Get an interview. Get past HR' Then talk about the people deciding and knowledgeable. | |
| Sep 17, 2018 at 15:09 | comment | added | teego1967 | @Tom, well put, "requirements" is often a misnomer. The employer wants to fill the position with the best-fit candidate-- and that is NOT necessarily the person who fulfills the entire wish-list in the job description. The fact the candidate was selected for interview means the candidate is "close enough" for careful consideration. This is far more likely than the idea that they misread the CV. | |
| Sep 17, 2018 at 14:54 | comment | added | gazzz0x2z | @385703 : I disagree. Preparing for an interview is rarely a waste of time, as most of what you prepare can be reused for other interviews. Passing interviews is a skill, and the more habit - but also preparation - you have, the better you are. | |
| Sep 17, 2018 at 13:22 | comment | added | BigMadAndy | @Mark, concerning inviting candidates for appearances - I know some companies do that, which is why I find it risky to spend days preparing for just one interview. If that's something you can use during many interviews - of course, it's good to prepare, but one interview? The risk you will waste time is huge. | |
| Sep 17, 2018 at 11:19 | comment | added | Mark | In addition to this answer, and the above comment, I've occasinally hired people who came in to interview for Job A but were actually a better fit for Job B that they didn't apply for. If they looked at the resume and called you, obviously they value you something about you. (You can always ask about this, at the interview.) Conversely, I've also worked with a number of companies that 'required' a minimum number of candidates for a position so they could claim to have done their due diligence in looking for a candidate. | |
| Sep 17, 2018 at 10:03 | comment | added | Tom | This. I've hired people for my team, including conducting interviews and giving profile information to HR for the ad. It is quite normal to write a "120%" profile where you don't actually expect any candidate to fit all your requirements. But you list them because one candidate might have A, B and C and the other B, C and D and you are ok with either set, so you require all four. You would be surprised how many "mandatory" requirements are actually not quite so mandatory. | |
| Sep 17, 2018 at 7:59 | history | answered | gazzz0x2z | CC BY-SA 4.0 |