Job postings often read like a casting call for the perfect candidate. For many job seekers, the qualifications look like a long wish list for someone who may not even exist. You’ve probably seen them. Advanced degree. Ten years of experience. Fluent in five software platforms. Leadership credentials. Industry certifications. And so on. 

Many professionals will not apply for a job unless they can check every box. What about you? Is applying for jobs when you’re not fully qualified a smart thing to do? We believe the answer is yes, and here’s why… 

There’s a big misconception among job seekers that job listings represent minimum requirements, which can point to lack of experience. In reality, job postings often do describe ideal candidates – rather than the people employers actually expect to hire. In other words, hiring managers commonly expect applicants to meet only a portion of their prerequisites.  

If you’re a talented professional who turns away from job applications because of qualifications you may not possess, we’d like to change your perspective. Here is some helpful information about today’s hiring dynamics and smart ways to refine your job hunt strategy. 

Employers are developing new hires into the talent they need 

For years, Harvard Business Review has repeatedly noted that many job candidates, particularly women, tend to apply for jobs only when they believe they meet nearly all of the stated qualifications. This tendency is as detrimental to employers as it is to job seekers, resulting in fewer applicants and fewer people landing new jobs. 

Research from Harvard Business School suggests this tendency is less about self-confidence and more about viewing job requirements as rigid rules, rather than an employer’s aspirations in their hiring process. 

Here’s what’s changing in the hiring landscape: Organizations increasingly recognize that many capabilities and qualifications can be learned and earned on the job. This shift matters when you consider how few professionals get promotions and higher-level jobs by already possessing every single skill needed for those roles.  

Growth almost always happens because people stretch beyond the experience of their current job history – and hiring companies know they need people who can grow into bigger responsibilities. 

Hiring is becoming more skills-based 

There’s no question that the nature of work itself is changing. Here’s an example: Some of today’s fastest-growing jobs barely existed 20 years ago, if at all. And skill requirements for many historical jobs have dramatically changed over the past decade. In fact, data shows that skill sets for the same jobs have changed by 40% during the past 10 years, and this trend is projected to accelerate to 72% by 2030. 

Hiring companies are responding by placing greater emphasis on capabilities, adaptability, and learning agility among existing and new employees – rather than on perfect credential matches. 

Technical skills matter, but they’re only part of the skills equation: Technological advancements are speeding up the evolution of just about every industry. Hiring managers know that many job candidates will need to develop into their roles, rather than step into their roles with every qualification already under their belts. 

This is especially true for positions of leadership, from middle management to executive-level roles. Companies need problem solvers, communicators, and people who can navigate uncertainty with awareness and good judgment. Leadership skills are essential. 

So, if you’re ready to move up in your career but you’re waiting until you possess every qualification in a job listing – you’re waiting too long! 

Avoid the opposite extreme 

Applying broadly across job openings should not be indiscriminate. More specifically, candidates should submit applications for roles in which they meet at least 70% of the qualifications and requirements. By being strategic in your job search, you won’t waste time or weaken your focus. 

Business Insider reports that easy online applications have contributed to massive increases in applicant volume, making it harder for candidates to stand out. Strategic applications, networking, and tailored resumes remain far more effective than the spray-and-pray approaches taken by many of today’s candidates. 

The hiring and job markets are crowded, and quality matters more than quantity. 

Remember this distinction: ‘Not fully qualified’ does not mean ‘unqualified’ 

Missing a preferred certification or lacking direct experience with one software platform is very different than lacking essential capabilities needed to perform a job. This is why employers frequently list ‘preferred’ qualifications separately. 

Before applying, ask yourself if you possess most of the core requirements for the potential employer’s job: 

• Relevant experience or transferable skills or expertise 

• The ability to perform the central responsibilities of the job 

• A track record of being a quick study 

• Leadership potential and problem-solving skills 

• Alignment with the company culture and enthusiasm for the company’s mission 

Your story matters more than a job description checklist 

Strong candidates frequently compensate for missing requirements by showcasing their accomplishments, results, and transferable experience. For example, someone lacking direct industry experience may have managed larger budgets than other applicants. Another candidate may have led transformations, launched products, or built teams that demonstrate readiness for bigger responsibilities. 

In the mind of a hiring manager, the question isn’t always, “Have you done this exact job before?” More often, the question is, “Can you do this job?” Also, hiring managers rarely compare candidates line-by-line against job descriptions. They evaluate indications they gather through a resume, the interview process, and references. Here are some of the key answers they seek in identifying the right candidate for a job: 

• Can this person solve our problems? 

• Can they lead other people? 

• Have they demonstrated success? 

• Do they learn quickly? 

You are not responsible for eliminating yourself from consideration 

Job seekers and hiring companies are becoming more aligned in their thinking that perfection is not the absolute goal, but candidates still self-screen by not applying for jobs they might actually land. That’s the hiring manager’s job! Let the potential employer decide whether your skills and experience merit further consideration and discussion. 

Another reason many candidates self-screen is because they confuse ‘applying’ for a job with ‘claiming’ the qualifications of the job. In other words, they fear appearing dishonest. Applying for a job is not claiming that you possess qualifications you don’t have. Applying simply says, “I believe I can contribute and would like to be considered.” 

Remember these tips: 

• Missing requirements are not necessarily dealbreakers. 

• Many employers have the willingness and need to be flexible. 

• The cost of applying is much lower than the cost of assuming you’ll be rejected.  

Navigate AI transformation with a human strategy 

While AI fluency and technical expertise matter, employers know that long-term success depends on distinctly human capabilities, like communication, emotional intelligence, judgment, collaboration, and leadership. To create lasting value, they need leaders who can inspire teams, navigate ambiguity, and build trust and relationships. 

Forbes recently cited research data from Indeed’s Hiring Lab, which offers advice for upwardly mobile professionals trying to adapt to a business world in which AI is transforming the working landscape:   

• Focus on human skills that AI cannot replace: Double down on highlighting these skills in your resume and in job interviews. 

• Don’t get overwhelmed by AI terminology: Instead of trying to become an expert overnight, get familiar with tools that can streamline the work you’re doing or the job you’re seeking. 

• Stay open to industries you may not have considered: Explore whether your current skills provide a pathway into a high-growth field, or if you need to acquire new skills. 

Think like an executive 

Senior leaders didn’t get where they are because they already knew everything. They make informed decisions, learn continuously, and adapt their thinking and strategies. Your career should be approached the same way. The bottom line is that careers are built by taking on what you’re capable of doing and becoming. 

Your next career step may not require being fully qualified. It may simply require being ready. If you possess the core capabilities, have demonstrated results, and believe you can grow into the role, applying is the smartest move you can make.  

Get more tips and access to top jobs from an expert talent recruiter 

In today’s fast-changing labor market, employers are hiring transferable skills and potential, not perfect resumes. Waiting until you find jobs for which you’re 100% qualified may mean missing chances for the opportunities that can drive your career growth. 

Explore Goodwin Recruiting’s robust job board, and if you find a position that spikes your interest and would like help in assessing whether you’re a competitive applicant, get in touch with one of our recruiting experts. You might be closer than you think to landing your dream job!