However, this statistic underscores a deeper issue: the hiring process involves more than simply “checking the boxes.” Many hiring decisions hinge on intangible factors that are not explicitly stated in the job listing.
Why Meeting the Job Requirements May Not Be Enough
Candidates who assume they are well-suited for a role solely because they meet the listed qualifications may be disappointed when they’re not selected. That’s because employers assess a broader range of factors, many of which are not captured in the job description.
Evaluating whether a role is the right fit involves more than verifying your skills and experience. It requires an understanding of how well your personality, communication style, work style, and values align with the team and company culture.
Hiring Managers Consider Intangible Factors
While the specifics may vary, hiring managers often assess several key “soft” skills and behavioral attributes. Among these are:
- Values and Culture Fit: Do your values and work style align with the organization?
- Emotional Intelligence: Are you self-aware, able to manage your emotions, and perceptive of social cues?
- Collaboration and Interpersonal Skills: Can you work well in teams and navigate conflict constructively?
- Professional Presence: Do you convey credibility, composure, and trustworthiness?
These attributes are rarely included in job postings but they play a critical role in hiring decisions.
The “Quiet Questions” Hiring Managers Ask
In addition to general soft skills, hiring managers often have specific concerns related to their team dynamics, history, and work environment. Here are a few common examples:
- “Will this person work well with my team?”
They want someone who enhances, not disrupts, team cohesion. - “Can I count on them?”
Reliability and follow-through on high-stakes projects are essential. - “Will they make my job easier or harder?”
Managers value self-starters who can operate independently and collaborate effectively. - “Can they adapt to our way of doing things?”
A fast learner who is open to feedback and flexible in approach is often preferred.
How Candidates Can Prepare
Some intangible factors can be anticipated through research and preparation. If you are focused on a specific role or industry, patterns will emerge about which soft skills matter most. Use interviews to showcase examples of these skills in action—for example, emphasizing how you’ve successfully contributed to team projects.
Other factors may only become clear during the interview process. Listening carefully to your interviewer and asking thoughtful questions can help you identify what matters most to the hiring manager. You can then tailor your responses to address those concerns.
Final Thoughts
Technical qualifications and written requirements are just the starting point for companies looking to hire. Employers are also looking for indicators of how you’ll contribute to the team, adapt to their environment, and grow within the organization. Understanding these factors can give you some insight into what may be going on behind the scenes and how hiring decisions are made. If you can respond to these unstated factors, you may significantly improve your chances of securing the role.
At Command The Interview, we help candidates prepare for every aspect of the interview process, including identifying and communicating the intangible qualities employers value. For personalized coaching, contact us at ContactUs@CommandTheInterview.com.