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Empowering our candidates in the face of imposter syndrome

Developing an intuitive recruitment process for our candidates is for us about building a relationship with opportunities for them to voice concerns or misgivings about roles.

Developing an intuitive recruitment process for our candidates is for us about building a relationship with opportunities for them to voice concerns or misgivings about roles. You may well have experienced imposter syndrome without knowing it has a name. Imposter syndrome manifests in feelings of self-doubt or inadequacy relating to either a job we are in or one we want to go after. Essentially, it’s what happens when we internalise that in some way we’re not competent enough to be in a position or carry a title we have been given. This is often in opposition to the individual’s qualifications, education and experience which demonstrate they are indeed suited for a position.

Imposter syndrome in job applications

We see this rearing its head when a candidate finds a job that they want but reads through the job spec and despite meeting 8 out of 10 of the desirable qualities, they talk themselves out of applying for a role. 80% is a big stat and in all mathematical terms means that the individual meets most of the specifications - but we have seen candidates hesitate to go for a role because they don’t tick the box on just two areas. At Charisma, we make sure to emphasise candidate attributes and how they directly relate to a role rather than look at what they lack. Our informed assessment is based on our experience of how we feel they would do in the role, and we would never progress if we did not think they could have success. Equally our clients make decisions on chemistry and personality alongside qualifications and experience.

How do I overcome imposter syndrome?

The good thing about working with a recruiter when applying for jobs is that we are here to support you every step of the way. That means instead of applying for a position in isolation, you have the benefit of talking to people who work in that space every day. Getting past impostor syndrome is not about pushing down your feelings, it’s about verbalising there is a barrier. Acknowledging those feelings is the first step and sharing these emotions is the second. Part of our candidate support is to strengthen the relationship between us and our candidates and ensure for every interaction, we provide a psychologically safe space for them to voice how they feel.

Our experience in recruitment means you won’t be the first person who has worried that might not have what it takes. We offer a supportive process and would only ever put forward candidates that we believe are suitable for a role. Some points to remember:

  • If you don’t try by applying, you will not get the job.

  • Whilst you may feel you’re only 8/10, you might be up against someone who only hits 7/10.

  • An application form is only one part of the process.

  • The reason you get the job could be due to a relevant hobby or passion for the cause.

  • The way that we interact with humans is only really evident in the interview.

Shaping your career

We are proud of our team at Charisma and the supportive part they play in guiding our candidates through the recruitment process, so please do have a conversation with us.

Adam Stacey
Managing Director
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