Understanding unhirables

Have you ever had a case when you have known some fresh tech graduates who have a clear understanding of the subject and perfect skills but still struggle to get their dream jobs? It is a common scenario that’s all too familiar for anyone trying to get hired in today’s cut-throat job market. As the founder and CEO of CodeQuotient, I have met many individuals who are worried about the fact that they are labelled as ‘unhirable.’

But what does it mean to be ‘unhirable,’ especially for those aiming for a career in tech? Let’s explore.

Are Technical Skills Enough?

As the world races towards a digitally dominated future, technology’s pervasive influence makes it easy to see it as the ultimate power. After all, isn’t coding proficiency and algorithmic knowledge what employers are primarily seeking?

While technical skills undoubtedly hold significant weight, they only scratch the surface of what it takes to succeed in today’s dynamic work environment.

Owing to my decade-long first-hand experience, I’ve realised that being adaptable, coming up with creative and intelligent solutions to problems, and communicating effectively are equally important skills that can contribute to a successful career.

Technical supremacy might be key, but it is the fluidity of collaboration and smooth communication or the ability to deal with uncertainties that make projects go forward.

Employers are now more aware of the imperative role that soft skills have in encouraging innovation and attaining the desired organisational outcomes. Accordingly, being identified as ‘unhirable’ may likely be attributed to the lack of these social skills instead of a shortage in technical expertise alone.

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Why Fitment Matters: Aligning Skills with Roles

A lot of times, the incongruity between a candidate’s skill set and the job’s requirements is not taken into account, which is one of the most overlooked factors that leads to the ‘unhirable’ predicament.

Try to picture a situation in which a genius coder may perform poorly in a client meeting due to subpar verbal communication skills.

The result? Anxiety, disenchantment, and the nightmare of being called “unemployable.”

As leaders in the tech industry, we should, therefore, highlight the significance of the match between individuals and the roles that suit them best.

How Do We Go from Unhirable to In-Demand

With job hunting and career building, there are 3 key principles that I firmly believe in. For example:

1. Resilience and Adaptability

Over my course of time in the tech industry, I have learnt that getting used to the habit of adaptability is a must. It is a common experience for everyone.

On the other hand, how you handle pitfalls also determines your course of success. With resilience, you make rejections a part of your growth and development. Every time you hit a dead end, you get a chance to rethink your approaches and overcome all obstacles with even more power than you had before.

One has to be able to change and tweak the existing approach in order to improve its effectiveness, listening to feedback and market trends. That is what sets you apart and makes you successful.

2. Building a Personal Brand

Building an appealing personal brand is not only about spotlighting your capabilities; it is also about communicating your story in a way that makes it easy for employers to understand, relate to and connect with us.

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As students and young professionals, you must learn to use platforms like social media and networking events to establish yourself in the industry and make your voice heard.

Your personal brand should show your values, interests, and unique perceptions. Through your self-expression, you provide the space for opportunities to come your way, which will ultimately lead you to your objectives and aspirations.

3. Mentorship and Guidance

The support of mentorship has helped me to get through my own journey, and I believe in it as a tool for career challenges and transformation.

Speaking to experienced professionals not only gives you a range of perspectives and useful tips but also provides you with access to new opportunities and viewpoints.

Of course, mentoring is a two-way street. As mentees, you should ask for directions and be open to feedback. Also, professional links and networking networks will help you enhance your career advancement plan.

Through the process of finding mentors and peers who act as your cheerleaders, you speed up the process of moving from being unemployable to becoming in-demand.

A Note for Employers: Is the Traditional Yardstick of Evaluating Candidates Enough? 

The traditional standards for selecting candidates usually value educational level, technical skills, and working experience more than creativity and dexterity.

It is imperative that we utilise a comprehensive assessment technique in order to measure the candidates properly. This entails:

  • Evaluating soft skills: Focus on communication, problem-solving, and other interpersonal traits.
  • Considering portfolios: Review projects that showcase diverse styles and technical approaches.
  • Conducting behavioural interviews: Ask questions designed to reveal work habits, adaptability, and mindset.
  • Evaluating cultural affinity: Assess whether the candidate aligns with the company’s values and work environment.
  • Recognising willingness to learn and grow: Prioritise candidates who demonstrate a passion for continuous development and upskilling.
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As a founder, I strongly believe in a holistic approach to the evaluation process that benefits both the personal growth of individuals and the success of the organisation as a whole.

Redefining the Narrative

‘Unhirable’ is just a thread. It is a mere obstacle, but only for a short time. It is a path to greatness and not a barrier.

Through the acquisition of a resilient mindset, the individual should always focus on overall growth and take advantage of available resources so that they can go beyond the limitations of their success and build their own story.

At CodeQuotient, we remain steadfast in nurturing India’s tech talent and fostering a culture of resilience and innovation.

Together, let us take the road towards empowerment that makes us go from ‘unhirable’ to “In-demand”!

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