Chemistry, fit, and timing: sometimes job offers have nothing to do with skills

This past week, I realized: the ‘veepstakes’ in American politics is a very public, very high-stakes job interview process. A lot of what has happened recently in terms of candidate selection applies to the job-seekers with whom I work every day.

American Presidential candidates usually have about 3-5 people that they seriously consider to be their running mates.

Each of these potential running mates has unique qualities, backgrounds, and characteristics that could make them a really good choice. Some are great communicators; some have ideal professional experience; some bring along networks of constituents that would add key voting blocs to the ticket.

Each candidate is already very well-qualified and has a lot going for him or her – each candidate could say to him or herself: I am made for this role! This is my dream job! I have everything it takes to get this job, and I am going to rock this selection process!

And each candidate would be right to think that. Each candidate brings a special blend of background, skill, and experience to the table, and there are many people who have different opinions about who would be the best fit. When it comes to screening talented people for coveted positions, there’s often no clear choice for #1.

The same applies to many hiring processes. The final 3-5 candidates who are interviewed are all qualified for the job (on paper). Each brings his/her/their own blend of skills, background, and experience to the role. Some people on the hiring committee might prefer one candidate, and some might prefer another.

The choice may not even come down to talent or qualifications. It may come down to what unique skill is missing from the team, and which candidate can enhance the team with that skill.

The job description may describe an ideal candidate who has x, y, and z qualifications. In reality, the team already has folks who are good at x and y, but really needs someone who brings ‘z.’ They may not tell candidates this. But the open position is part of an entire team, and the team seeks to be well-rounded. The candidate is interviewing to fit the team’s needs, and a lot of that fit is not explicitly described in the JD.

Things you can control in the hiring process: do your homework. Customize your application materials. Prepare well and follow up after your meetings. Show that you care, and have a can-do spirit.

Things you cannot control: the skills and background of the other candidates. The unique needs of the team. The chemistry you have with the hiring committee.

The American ‘veepstakes’ is a very public lesson in the cliche: do your best, and let go of the rest. A lot of rejection isn’t personal. It’s about chemistry, fit, and timing.