Help! I’m not qualified for any job!! -The Imperfect Org


Help! I’m not qualified for any job!!

Recently, I was reading an article regarding a job seeker who after being let go from his job, decided to take 5 months off (he had been working consistently for over 20 years with only two weeks’ vacation), only to begin his job search with daunting results.
This person gained my empathy, because once he did begin his job search, he could only find jobs with job descriptions that were highly concentrated with various complex tasks that left the job seeker feeling as if he was not qualified for anything,
In Liz Ryan’s response “Based On These Job Ads, I’m Not Qualified For Anything” she encouraged the job seeker to apply stating that many managers over exaggerate qualifications and add in everything including the kitchen sink when writing job descriptions for online job sites (Ryan, 2016).
I understand this person’s plight, and as a result, I would like to render a reminder for job seekers and organizations alike, to make sure the expectations are realistic. For job seekers, it is good to know how their current skills, work experience, and education align with the job descriptions.   It is very possible that the job that you may have held prior, has tasks that are very similar to that in which the job description is asking for, even though the title may be different.  If you feel like you are qualified, what do you have to lose?  Apply, you may be pleasantly surprised.
From the organization’s standpoint, it would help if you were to provide realistic job descriptions and ads.  This can include:
  • Speaking with management in that particular department to determine what the details of that job consists of;
  • Speaking with individuals who actually perform the job, to learn what their duties really are on a day to day basis;
  • Looking to other organizations to determine what the job role description should consist of (as well as the pay scale);
  • Reviewing sites like the “U.S. Bureau of Labor Statistics” to search the “Occupational Outlook Handbook” to help identify “duties, education, and training, pay, and outlook for hundreds of occupations” (U.S. Bureau of Labor Statistics, 2016);
  • Reviewing other job sites like Indeed or CareerBuilder to determine how they advertise for a particular job;
  • Speaking with job seekers who actually obtained a particular job that had extreme details and qualifications, to determine how realistic the job description they applied for actually were.
In some cases, this may mean an organization’s HR department or hiring managers may need to undergo some type of basic HR training in these areas, where the manager can gain the necessary training and understanding on how to correlate and interpret into practical job descriptions.
This is recommended, to avoid writing the description for a certain position and shooting for the moon.
If this is too farfetched or the HR department is not very large, how about having someone that works in the position assist the person who is writing the job listing, to ensure it is realistic.
Although, wishes are fishes these are just a few way’s organizations can alleviate such issues for HR, hiring managers, and job applicants. The problem appears to be that most organizations do not want to take the time and resources to apply these lessons to lessen the clutter of “out-of-this-world” type job descriptions. In fact, the longer a job position is not filled the more it can have adverse effects upon the organization, simple Organization Development adaptation would lessen the anxiety of all stakeholders involved and eliminate the number of “Franks” who face this problem in the future.
Job Opportunity (2016). Retrieved from
Ryan, L. (2016, August 21). “Based On These Job Ads, I’m Not Qualified For Anything”. Retrieved from Forbes, Inc.
The United States Department of Labor. (2016, August 25). Retrieved from

Author: theimperfectorg

“Joi Su”, has been diligently working to help bridge the gap between what people expect in any organization and what they receive. Joi Su has earned a Master’s degree in Organization Development and a Bachelors in Psychology with an emphasis on Applied Behavioral Analysis.

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