Making assumptions about other people based on their appearance, what they say or don’t say, and how they behave is a universal human tendency.
We form first impressions of people by making assumptions about them, such as whether they’re:
- financially successful
- healthy
- educated
- trustworthy
... and the assumptions go on.
Making assumptions is quick and easy and reduces the mental energy needed to process information. Assumptions are formed by gathering observational data and matching it with past experiences. Properly verifying everything we see, hear, smell, taste, and feel can be problematic when time is limited, such as during 45-minute interviews or sifting through hundreds of resumes for a single job opening.
Understandably, hiring managers must make assumptions to narrow down the applications they receive to those worth interviewing. They often make the following negative assumptions – a “red flag” – which can result in your candidacy being rejected.
Age
- “Too young” or “too old.”
- Energy level, adaptability to new technologies, salary ask, and manageability.
Education
- Have a low opinion of the educational institutions the candidate attended, assuming they couldn’t get into a “better school.”
- Based on a candidate’s degree(s), assumptions are made about their knowledge, skills, and problem-solving ability.
Work Experience
- The candidate’s work experience isn’t directly relevant to the open position; hence, the candidate will struggle. (You, not the employer, are responsible for connecting the dots between your education, skills, and experience and the position.)
- Under or overqualified.
Employment gaps or non-linear career paths
- Candidates with lengthy employment gaps are unemployable, unable to hold a job or have health/family issues that may hinder their performance.
- Will the candidate be able to re-enter the workforce?
Cultural fit
- Based on the candidate’s communication style (verbal and nonverbal), personality traits, and mannerisms, assumptions are made to determine whether they’ll mesh well with the existing team.
Hiring is rife with assumptions and biases. Nothing is neutral; there are no inalienable rights. Employers make snap judgments that have little connection with a candidate’s qualifications and capabilities; hence, an effective job search strategy is proactively addressing any possible negative assumptions employers may have about you.
Identify possible assumptions
Most job seekers lack self-awareness, a skill necessary to understand how employers perceive them.
List everything that contributes to “who you are;” your age, gender, education, work experience, behaviour, manner of speaking, and physical appearance, to name a few factors. List everything! This exercise should take a few hours. Next, check off all the factors on your list that you believe may cause employers to have negative assumptions about you, thereby working against you.
An excellent way to approach the above exercise is to reverse engineer. When you meet someone for the first time, what “observations” do you make that influence your assumptions about them? Their age? Being punctual? Gestures? Looks? What they’re wearing? Now, ask yourself, “If I were to meet me for the first time, what assumptions would I make about myself?”
Proactively identifying and strategizing proactive ways to mitigate possible negative assumptions employers may have about you is how you control your narrative during the hiring process, which most job seekers fail to do.
DEFENSIVE (having to defend): “I see you last worked in November 2023. What have you been doing since then?”
OFFENSIVE (proactively offering information): “Before we dive into the specifics of this role, I would like to address the employment gap on my resume, which is likely a concern to you. Last November, I was part of the Wayne Enterprises Saskatoon warehouse layoffs. Since then, I’ve been focused on [three or four specific activities that show you’ve been productive and engaged in your profession/industry].”
Address concerns directly
Take the initiative to address possible assumptions head-on, but do so in a confident, solutions-oriented manner. For example, you might say, “I understand you may have some concerns about my age and whether I have the energy to keep up with the demands of this role. Let me share a few recent examples of how I’ve consistently demonstrated my drive and adaptability throughout my career ...”
Show enthusiasm
Many negative assumptions your interviewer may have about you, especially if you have an employment gap or lack direct experience, will often quickly fade when you demonstrate genuine excitement and engagement. Show you’re passionate about the job, the company, and the opportunity.
Create positive assumptions
As I’ve been pointing out, you have considerable control over the assumptions others make about you; hence, present yourself in a way that creates positive assumptions about you, starting with:
- Smiling and making eye contact.
- Offering a firm, confident handshake.
- Using an upbeat, enthusiastic tone of voice.
- Demonstrating you’re actually listening.
- Dressing professionally and appropriately.
When it comes to job searching, most possible negative assumptions – not all – can be dispelled by focusing on showing through your resume, cover letter, LinkedIn profile, digital footprint, and when interviewing that you’re:
- A team player
- Willing to learn
- Self-motivated
- Easy to work with
Proactively addressing possible negative assumptions employers may have about you is how you increase your odds of being a candidate employers will say “Yes!” to.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.
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