In a competitive job market, entitlement won’t get you hired. Show employers why you’re worth hiring
For interview requests, click here
Many job seekers become frustrated and angry because they believe employers should take a chance on hiring them. Most job seekers fail, or refuse, to grasp that hiring is a critical business decision involving an investment of time, money and trust — the stakes are high. Great hires can propel a team forward, while bad hires can create setbacks, disrupt a company’s culture and waste resources.
When a hiring manager assesses a candidate, they’re not just asking, “Can this person do the job?” They’re also asking:
- Will this person stick around?
- Will they be manageable?
- Will they fit into the current team and culture?
- Will I regret hiring this person six months from now?
A common phrase among job seekers is, “Give people a chance.” Expecting employers to take a chance on you and blaming them when they don’t displays a sense of entitlement. Employers aren’t in the business of giving chances. Business survival requires being risk-averse. Minimizing hiring risks is in a business’s best interest. In this respect, it’s the job seeker’s responsibility to demonstrate why the reward of hiring them outweighs the risk.
 Prove you’re a low-risk hire who adds measurable value to any business. |
| Recommended |
| Why smart job seekers still use cover letters
|
| The job search myths that are holding you back
|
| Why talent alone won’t get you the job
|
The job market is a battlefield where many job seekers, admittedly out of desperation, are, to put it mildly, “not playing fair.” An employer’s hiring decision isn’t merely about filling a vacancy. The person hired will affect their bottom line, team chemistry and long-term goals. Poor hiring choices can lead to productivity losses, decreased morale and wasted budgets. You can’t fault employers for selecting employees cautiously; you would, too, if you owned the business.
On the other hand, employers can be regarded as “givers of low-risk chances.” No matter how much due diligence an employer does to mitigate hiring risks, they’re still taking a chance — a risk — on the candidate they believe is most qualified, will deliver results and fit their culture. Despite efforts to mitigate risks, hiring doesn’t come with guarantees. The best an employer can do is hire the candidate they believe poses the lowest risk.
Most job seekers focus on demonstrating their skills and experience but fail to consider how they might appear as a hiring risk, such as:
- Being underqualified or overqualified
- Posting negative comments on social media
- Exhibiting a sense of entitlement
- Having a lengthy employment gap
- Holding several short-term jobs
Applying for a job involves being compared to everyone else who applied. Put yourself in the employer’s shoes. If you received over 500 applications for a Sales Director role, whom would you find “less risky”?
Candidate A: Has had four jobs in seven years, a complete LinkedIn profile showing measurable value, was referred by an employee, and includes a compelling cover letter. Candidate B: Has been at their current job for 14 years, an incomplete LinkedIn profile, applied online, and doesn’t include a cover letter.
It’s the job seeker’s responsibility to prove they’re worth taking a hiring risk on. Approach your job search strategically, showing that you are not just another candidate, but one who can add measurable value to the business, such as increasing revenue, reducing costs or solving problems. With so many qualified job seekers in the market, why would an employer opt for a candidate with perceived risks?
If you believe employers should “give you a chance,” you’re setting yourself up for disappointment, leading to frustration and anger. Instead, flip the script and show employers that you’re a low-risk hire who will add value to their business.
Here’s how:
- Build a strong resume and LinkedIn profile: Numbers are the language of business; use them to demonstrate your past successes and value. Employers hire results, not unsubstantiated opinions.
- Leverage networking: A warm introduction will significantly reduce the perceived risks of hiring you. Contact people in your network who are connected to the employer you’re applying to or may know someone connected to your targeted employer.
- Prepare for interviews: Don’t just respond to questions; prepare thoughtful questions for your interviewer to show enthusiasm and engagement.
- Follow up: Few job seekers send thank-you notes after interviews; doing so sets you apart. A thank-you note shows initiative, reiterates your interest and gives you an opportunity to address any concerns raised during the interview.
As for cultural fit, be yourself and let the chips fall where they may. Don’t contort yourself to “fit in.” If an employer doesn’t see you as a fit, why would you want to join?
Employers don’t owe you a chance; they owe their business and employees the lowest hiring risk they can find. It’s on you to show employers that hiring you is a low-risk decision they won’t regret making.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.
The views, opinions, and positions expressed by our columnists and contributors are solely their own and do not necessarily reflect those of our publication.
Troy Media is dedicated to empowering Canadian community news outlets by providing independent, insightful analysis and commentary. Our mission is to support local media in fostering an informed and engaged public by delivering reliable content that strengthens community connections, enriches national conversations, and helps Canadians better understand one another.
