Myth Debunking 101: “You must meet all job requirements to be eligible to apply for a position.”

Job seekers often skip job postings on job portals because the requirements listed there do not exactly match their qualifications or experience. Even young professionals ignore such job postings because they believe they must meet all the requirements listed in order to be eligible for the job.

This means that suitable candidates often miss out on opportunities that could have given them a highly successful career. However, employers also value those who show the potential to develop further, so promising individuals may be selected instead of someone who perfectly meets the listed criteria.

Therefore, it is important to dispel the myth that a person applying for a job must have all the qualifications and experience mentioned in the job posting. But why do job seekers believe that they must meet all the requirements listed in the job description?

Many job seekers interpret job postings as rigid checklists rather than wish lists of ideal qualifications, says Sekhar Garisa, CEO of foundit. They fail to realize that employers are often willing to consider candidates who meet most but not all of the criteria. He cites imposter syndrome, fear of rejection and self-doubt as factors that strongly influence decisions in such cases. This leads to candidates only applying for jobs where they feel they are a perfect fit.

Gender socialization also contributes to this perception. Garisa elaborates, saying that studies have shown that men are more likely to apply for a job even if they only meet some of the qualifications, while women are more likely to apply only if they meet almost all of them, as they are often encouraged to be more cautious and perfectionistic.

How flexible are employers when recruiting staff?
Employers typically look for a mix of qualifications, experience and soft skills that fit the role they are hiring for. However, they are often more flexible than job seekers when it comes to the requirements listed, Garisa says. In his opinion, employers focus on core competencies, relevant experience and cultural fit, but are also willing to consider candidates who don't meet all the requirements if they bring strong transferable skills, demonstrate a willingness to learn and identify with the company's long-term goals. This approach allows employers to build diverse and capable teams, even in competitive job markets. “A candidate who has demonstrated adaptability throughout their career may still be considered for a role even if they lack certain technical skills, with the expectation that they can learn those skills on the job,” he explains.

Industries that are flexible

The level of flexibility in meeting job requirements varies greatly by industry and role, according to Garisa. Industries such as technology, creative industries and startups are generally more flexible and focus on skills and potential.

Because the tech industry is known for placing more value on skills and practical experience than formal qualifications, many employers place more importance on a candidate's ability to code, solve problems, or adapt to new technologies than on meeting all of the listed requirements. There is often more flexibility in roles such as software developers, data scientists, and IT support specialists, particularly if the candidate can demonstrate relevant skills through a portfolio or project work.

Likewise, positions in marketing, graphic design and content creation often offer more flexibility, especially if the candidate can demonstrate creative skills, he adds.

How can potential be identified to close skills gaps?
To fill skills gaps, Garisa says applicants should focus on presenting a comprehensive picture of their potential. They can do this by ensuring their job profile highlights their skills, experience and the roles they are seeking by showcasing relevant projects, volunteer work or side jobs that demonstrate their skills.

Highlighting transferable skills and a strong willingness to learn can also help effectively position a candidate as a valuable employee in most situations, he adds.