Why an imperfect job application might prove to be the best person for the job

The pen is mightier than the sword, particularly when creating a CV or cover letter! CVs and cover letters provide a black and white summary of what a candidate can offer, to engage with an employer and influence their thinking to secure a role. 

But that’s the problem, it’s black and white. It is designed to represent the person as a polished version of themselves and put them in the best light. Although providing valuable facts, it does not provide an employer with a true representation of what a person can offer.

To uncover that true representation, often you need to look between the lines, and use an approach that will give you a more rounded image of what each person can offer - that is, who the person is behind the words of the CV and cover letter.

Imperfect applications do not equal imperfect talent

On the flipside, if you receive a CV that is less than perfect, that is no reason to dismiss the candidate. It may actually be a good reason to take a closer look. In a competitive market, talent specialists must challenge convention to find new ways of finding the best talent. 

An imperfect job application might just hold the key. Here are a few reasons why.

Diversity

One of the most compelling reasons to consider a less obvious job application is the potential for diversity in the workplace. According to a McKinsey report, organisations with diverse workforces are 35% more likely to have financial returns above their national industry medians. Embracing candidates from various backgrounds, experiences, and qualifications can lead to a more innovative and adaptable team.

Hidden potential

You can only write so much in a CV and cover letter. Plus, an applicant might dismiss a skill or qualification as irrelevant, when actually it is valuable. There may be hidden potential that is not immediately evident. According to Harvard Business Review, applicants who are not a ‘perfect fit’ on paper often bring unique perspectives and skills to the table, which can be an asset to your team.

Loyalty

It's not uncommon for applicants with imperfect job applications to be highly motivated and committed to proving themselves. A survey by the Society for Human Resource Management (SHRM) revealed that employees who feel they had to work harder to secure a position tend to be more loyal and engaged with their employers. These applicants often appreciate the opportunity and are willing to go the extra mile.

Adaptability

Imperfect job applicants may have faced challenges that required them to adapt and learn quickly. They could be more resilient, better problem solvers, and capable of thriving in ever-changing work environments.

Retention

Hiring the ‘perfect’ candidate doesn't necessarily translate into higher retention. Less obvious candidates, when given the chance, can develop loyalty and a sense of belonging. According to a report from McKinsey, 40% of workers leave their jobs because they are unhappy with the lack of career opportunities. By investing in individuals through upskilling, you might gain their investment in return.

Cost-efficiency

The ‘ideal’ applicant will often come with higher salary expectations. The less obvious applicant with the right attitude, aptitude and transferable skills could be appointed within budget and grow in the role. Although employers should be transparent regarding salaries, there is always room for negotiation based on skills and experience. 

More than words

We know there is more to a person than what’s written in their CV. While it's easy to focus on this document, it's important to recognise that a less obvious CV doesn't necessarily equate to a lesser employee. Modern talent specialists strive to understand the person beyond the CV, to find out how they could contribute to an organisation as well as add to the culture.

‘Even 5 to 6 years ago, the idea of hiring for attitude, aptitude and potential wasn't mainstream - now it seems like a no-brainer!’ — Cynthia Harris, Founder of Heart Talent

To really understand whether an applicant is potential talent, you need to ask the right questions, and engage with the person you are interviewing. Rachael Galloway, a talent specialist at Heart Talent, provides some insight.

‘I always interview at least one person that doesn’t completely fit the bill,’ explained Rachael. ‘While I obviously compare the job description and CV, I pay attention to a bit of gut instinct too, which I think you just develop over the years!’

So, the next time you come across an application that doesn't meet all your criteria, take a moment to consider the potential hidden within. It could be the key to unlocking the best talent for your organisation.

Looking for more insights about talent attraction and engagement? Check out our employer resources.