Being a Low-Risk Candidate Is More Important Than Being Qualified

Image Credit, Marcel Smit

As I write this, C-suite executives across all industries are holding boardroom meetings discussing how to run their company “leaner,” resulting in being the major influencer why today’s job market being is drastically different from just a few years ago, in which:

• There are fewer job openings 
• More candidates are applying  
• Resumes are being written and filtered by AI
• Applications take place through online portals
• Hiring processes start with automated screenings
• Budgets are tighter
• Expectations are higher
• Hiring processes are slower (read: more cautious)

These factors, along with many others, are responsible for today’s fiercely competitive job market, where every impression you make can either enhance or undermine your job search. If recruiters and employers aren’t reaching out to you, it’s not because you’re unqualified or overqualified; employers’ ATS are filtering you out, or whatever excuse you’re telling yourself—it’s likely because you’re considered a high-risk hire.

From the employer’s perspective, a key component in hiring decisions, a high-risk candidate is someone they believe will be challenging to manage or a potential flight risk. High-risk red flags include, but are not limited to:

• Being overqualified
• Showing a sense of entitlement
• Having a long commute
• Exhibiting health issues
• A controversial digital footprint (Employers will Google you and check your LinkedIn activity.)

Conversely, a low-risk candidate is someone whom the employer feels will be dependable, fit within the current team and company culture and has a track record of delivering results. In other words, employers say “yes” to candidates who instill confidence that they’ll fit seamlessly into their workplace and contribute positively from day one.

Job seekers would greatly benefit from empathizing with employers’ risk aversion—Plato called empathy the highest form of human knowledge—and acknowledging that hiring is a gamble, and employers wanting to avoid, as much as possible, mis-hiring is understandable.

If your job search isn’t progressing as you’d hoped, reflect on whether you’re conveying the impression of being a high-risk candidate and consider if any of the following strategies might enhance your job search.

Highlight Your Stability

Because I always have “the itch,” my career history lacks any long-term employment stints, which I define as at least 10 years with the same employer. However, I know many individuals who have a record of stable employment. From an employer’s perspective, stability is impressive; it’s not often seen in candidates. Stability indicates that you’re reliable and unlikely to leave at the first sign of trouble or for a few extra dollars—you’re not a flight risk.

Capitalize on any long-term employment experience you have. Be sure to clearly state the start and end dates (month/year) in your resume, LinkedIn profile and during interviews. (e.g., “During my 12 years at Wonka Industries, as head of their products launch initiatives, I…”)

Demonstrate Problem-Solving Skills

Employers value candidates who can identify and solve problems efficiently. Showcase instances where you’ve tackled challenges head-on and delivered tangible results.

“When Green Brews faced a significant drop in online traffic, which naturally negatively impacted sales, I initiated a targeted campaign that resulted in a turnaround along with an additional 20% increase in traffic within three months.”

Provide Social Proof

I’ve had candidates who were hungry and eager bring with them past performance reviews, productivity reports, and reference letters as proof that I could trust them. Leveraging testimonials and endorsements from former supervisors and colleagues is something job seekers hardly ever do, yet social proof is an effective way to support your claims and appear trustworthy.

These days, there are so many unscrupulous individuals in the job market that it’s challenging for interviewers to answer the question in the back of their mind, “Can I trust this person?” Offering social proof of your past performance helps to answer this unspoken question.

“My last manager noted in my performance review that I was the go-to person for resolving client issues.” Then, to substantiate your claim, hand over the performance review and tell a STAR (Situation, Task, Action, and Result) story of when you resolved a client issue.

Express Enthusiasm and Willingness to Learn

The lowest-hanging fruit to getting hired: Show enthusiasm!

As someone who’s hired enthusiastic candidates over more “paper-qualified” candidates, trust me when I say that enthusiasm can, to some extent, compensate for any weaknesses or slip-ups made during the interview. Employers seek candidates who will be committed to working for them beyond just the paycheck and benefits. Therefore, they tend to gravitate toward those who convey that they’ll be dedicated, have an eagerness to grow, will be open to feedback—easy to manage—and likely won’t create friction.

When interviewing, express enthusiasm by focusing on your verbal and non-verbal cues, such as maintaining eye contact, speaking with an engaging tone, smiling sincerely, leaning in, nodding, and using hand gestures. Additionally, ask well-thought-out questions, highlight relevant experiences, and convey genuine interest in the opportunity.

In 2025, the key to getting hired isn’t to primarily focus on your qualifications; it’s to focus on ensuring employers see you as a safe and reliable hire.

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Nick Kossovan, a well-seasoned corporate veteran, offers “unsweetened” job search advice. Send Nick your job search questions to artoffindingwork@gmail.com.