We’ve all stared down a job ad that reads less like an invitation and more like a dream shopping list.
The requirements pile up: several years of experience, half a dozen coding languages, perhaps fluency in three more… Plus, an MBA wouldn’t hurt.
It’s overwhelming, and it’s easy to conclude, “Well, I guess I don’t measure up.”
Maybe you only check three boxes out of ten, or you’re missing just one tool from their arsenal.
The temptation to quietly close the tab is huge—and it’s one of the most common, and costly, ways talented people self-reject.
Here’s the truth: in my years of hiring and coaching, and in almost every bit of advice I share on the Novorésumé Career Blog, I’ll tell you that those sprawling job ads are wishes, not ultimatums.
If every bullet point were mandatory, most roles would go unfilled.
The “Unicorn Applicant” Myth
Ever wondered how these wish lists come to be? Typically, hiring managers and HR collaborate to compile every nice-to-have they can imagine. The resulting description is a sort of “greatest hits” fantasy version of an applicant—someone who almost certainly doesn’t exist.
In reality, companies rarely expect someone to come prepackaged with every credential and skill on the page. In fact, if you tick every box, you might be a stretch overqualified. Employers know this too.
Studies back this up. One from Hewlett Packard famously showed that men apply if they meet only 60% of the requirements, while women wait for 100%.
This isn’t just a confidence gap—it’s a reminder to everyone: you don’t have to be “perfect” to be a top candidate.
What Good Employers Really Want
If managers aren’t just box-checking, what are they looking for? Above all: potential. Nobody expects you to ace every responsibility on day one. The hires that stick are those who grow, adapt, and add lasting value.
Here’s what counts:
Proven Adaptability: The most valuable skill? The willingness and ability to learn fast. Technology (and job requirements) evolve, but learnability stays gold.
Real Enthusiasm: It’s easier to teach new skills than to ignite genuine passion. People hungry to dive in and take ownership energize teams far more than any résumé wizard.
Creative Problem-Solving: Experience isn’t just about tenure—it’s a proxy for how you approach and solve new challenges. Use your cover letter to highlight a time you figured out something unfamiliar.
How to Stand Out—Even If You Don’t Tick Every Box
Shift your mindset from “checking every requirement” to “showcasing your story and value.” Here’s how:
Spot the True Must-Haves: Almost every job description has a handful of core needs. If you meet those, the rest is (often) negotiable.
Embrace the Gaps: Don’t shy away; address what you haven’t done yet, and spin it as a strength. “My background might be heavier in Software X, but I’ve ramped up on new platforms quickly—here’s how…”
Share Your Growth Mindset: Fill your résumé and cover letter with quick stories about times you learned something new on the fly—or led the charge to solve a brand-new problem.
Don’t talk yourself out of a job before the conversation even starts. That wish list isn’t the finish line; it’s a starting point. Let the hiring team decide if you’re the right fit—your job is to show up confidently and make your case.
Sometimes, the most important qualification is the courage to apply. Go for it.
About Andrei Kurtuy
Andrei Kurtuy combines academic knowledge with over 10 years of practical experience to help job seekers navigate the challenges of resumes, interviews, and career growth. Through the Novorésumé Career Blog, he offers actionable advice to simplify and ace the job search process.