I often hear—or read in online comment sections, as I’m sure you do too—some version of: “I’ve been job hunting for over seven months, applied to more than 600 jobs that I’m a perfect fit for, and I’ve only had three interviews.”
Tip: Don’t vent on public forums like LinkedIn. It signals to potential employers that you may struggle to manage your emotions professionally.
More importantly, applying to 600 jobs isn’t the impressive achievement many think it is. If you’re submitting more than 20 applications a week—four a day—you’re not conducting a job search. You’re just spraying and praying. That’s not a strategy—it’s desperation.
But the real issue here lies in the phrase “perfect fit.” It gets tossed around far too casually, and it’s almost always misunderstood. What “perfect fit” means to you likely isn’t what it means to the person making the hiring decision.
When job seekers call themselves a perfect fit, it’s usually because they believe they meet all—or most—of the job description’s requirements. They’ve checked the boxes and assume that should be enough. But they’re missing a major part of the hiring equation: what’s happening behind the scenes.
A large part of hiring comes down to gut feel. As I’ve said before, being likeable often matters more than your résumé. I don’t know a single hiring manager who hires someone they don’t like.
So it doesn’t matter whether you think you’re a perfect fit. What matters is whether the hiring manager does.
Because the truth is, hiring decisions aren’t made on skills and experience alone. Employers are also asking:
- Will this person fit in with the team?
- Will the team accept them or resist them?
- Are they a strong communicator? Do they write clearly? Speak well?
- What’s their energy like?
- Are they a flight risk (someone likely to leave shortly after being hired)?
- Are they too qualified (which might make them hard to manage or too expensive)?
Then there’s the elephant in the room: whether you’re perceived as a threat. If a hiring manager thinks you might outshine them or disrupt their team dynamic (for example, if you’ve managed larger teams, have more senior experience or seem overly assertive), you’re not getting hired. You wouldn’t bring someone into your home who might throw everything off balance. The same applies here.
Unless you’ve spent time inside the company—sitting in meetings, talking with employees, understanding the culture—you have no real idea whether you’re a perfect fit. You’re assuming. Matching a job description doesn’t mean you know what kind of leadership the team responds to, what challenges the company faces or how internal politics shape decision-making.
Especially in today’s job market, where competition is fierce, hybrid work is highly sought after and economic uncertainty looms, many job seekers are understandably frustrated. But focusing on “fit” from your own perspective is the wrong approach.
So what can you do?
Instead of trying to present yourself as the perfect fit, aim to be a low-risk hire. That’s the version of “fit” most hiring managers are looking for: someone steady, dependable and unlikely to stir things up.
Low risk = perfect fit.
Here’s what many job seekers miss: hiring decisions don’t happen in a vacuum. Everyone in the company sees them. A bad hire reflects poorly on the manager who made the call. I’ve hired the wrong person before. It’s not a good feeling, and it doesn’t look good to your peers.
That’s why hiring managers often choose the safest option. In today’s work environment, people are understandably concerned about job security and perception. They’re thinking: “How will this person reflect on me? Will the team question my judgment?” That’s why being overqualified, having gaps in employment or being older are often seen—rightly or wrongly—as red flags.
So what makes you a low-risk hire? Three things:
- You can clearly do the job.
- You appear stable.
Tip: If you have a career gap, use your résumé and LinkedIn profile to briefly explain it and show how you’re staying up to date. - You align well with company culture.
If you’re in the interview chair, the company already thinks you’re capable. What they’re trying to figure out now is whether you’ll mesh well with the team and whether you’re a safe choice.
And here’s what you need to accept: whether you’re a fit or not is out of your hands. Your only job is to show that you’re a great match: someone who can do the job, won’t cause problems and will fit in seamlessly.
But never assume you’re a perfect fit. That’s not your call to make.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.
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