Advice column: 
There's no such thing as a perfect candidate, and every person has a unique set of strengths & weaknesses. The problem is, the hiring committee's assessment of your weaknesses is often inaccurate, or just flat-out wrong!
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A pro tip for job seekers: Anticipate your perceived weaknesses as a candidate, and address them directly. It shows self-awareness & confidence, and Hiring Managers LOVE it when you can help their decision-making easier.
More thoughts + examples in this short thread
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I've seen HMs get caught up in (silly) things like, "they kept saying the word 'I' instead of 'we,' maybe they're not a team player."
Interviews would be so much more informative for both sides, if companies could actually be open & honest with candidates, but that's rare.Show this thread -
So YOU should take control of the situation. Try to figure out what their concerns about you are (study the job description, or ask for feedback!) and address them head on. "It might seem like I'm not experienced enough in X, so I wanted to share some projects not on my resume."
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Another example: “Anything else you want to tell us?” "Yes, I know my resume might make it look like I'm a job hopper, having had 3 jobs in 3 years. I wanted to assure you that was due to outside circumstances, and I'm looking to really commit and grow in one place for awhile."
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On the flip side, companies should be open & honest with candidates. The key is to clearly articulate observations, be open to being wrong, and genuinely wish the candidate well. That's what makes an otherwise transactional interaction much more human
#StartupHiringTipsShow this thread
End of conversation
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So true. I find this useful whenever you are pitching - whether that is yourself for a job, product/service for a company or a team for your next project. People want you to help them derisk their decision.
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Thank you - yes to all of this!
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