Candidate: “I’ve given it some thought, and I’ve decided that I’m not going to apply after all. Even though I meet most of the criteria for that role, I don’t meet all the essential criteria, so I’m clearly not what they are looking for.”
It’s a common story for recruiters. And we understand why it happens.
Applying for a job can be overwhelming. You find a role that excites you, but the essential criteria in the role description and person specification can seem like an endless list of skills, qualifications and experience. It’s easy to assume that missing just one means rejection. But that’s not always true.
So, how many essential criteria should you meet before hitting the “Apply” button?
What are the essential criteria in job adverts?
Some criteria in job descriptions matter more than others, and it helps to know the difference.
Essential criteria are the non-negotiable skills and experiences that you need to do the job. They often include specific technical skills, qualifications or years of experience.
Desirable criteria are extras that can strengthen your application but aren’t essential to the job’s core duties. These might include additional certifications, language skills, or experience with certain tools or sectors.
You don’t need to meet all the essential criteria to be a strong candidate. The key is understanding where you meet the requirements, where you fall short, and how to present your strengths. If you can show you’re capable of growing into the role, you still have a case worth making.
How many essential criteria should you meet before applying?
A good guideline is the 70-80% rule: if you meet 70-80% of the essential criteria, it’s still worth applying:
- Employers often value potential just as much as experience. If you can learn quickly and showcase some of the desirable criteria, the gaps may not matter.
- Transferable skills count. You might not meet one requirement exactly, but your experience in similar areas can still make you a strong contender.
Many people, particularly women and candidates from underrepresented groups, hold back from applying unless they meet every requirement. That hesitation can lead to missed opportunities. The 70-80% rule is a way to challenge that instinct and build a more diverse, confident applicant pool.
What really matters when evaluating your fit?
When weighing up your fit for a role, don’t just count the criteria you meet; look at the bigger picture:
- Which skills are essential to the job’s core? If the role requires advanced Excel and you’re proficient, but not expert, could you learn or upskill quickly?
- What about experience levels? You could still be a serious contender if you can show strong progression and clear results over limited periods.
- Do your values and motivation align with the role? Employers don’t just hire on technical ability. Enthusiasm, purpose and cultural fit often carry real weight, especially in mission-driven organisations.
How to show you’re a strong candidate, even if you don’t meet everything.
Even if your experience doesn’t perfectly match the job description, you can still make a strong case by showing how you fit and how you’re actively developing.
- Tailor your CV: Focus on the most relevant skills and achievements. Mirror the language used in the job spec to show alignment.
- Use your cover letter to tell your story: Explain how your background connects to the role. Be honest about any gaps, and show how you’ve previously overcome similar challenges.
- Show you’re learning: If you’re filling in gaps through a course, mentoring, or on-the-job learning, say so. It shows initiative and commitment.
When it might not be the right fit.
While the 70-80% rule is useful, it doesn’t apply to every role. In some cases, you might need to pause before you consider spending time applying:
- Missing core requirements: If the role is built around a skill or technology you’ve never used, that gap could be hard to overcome.
- Strict qualification needs: Some jobs, particularly in law, medicine or academia, require specific degrees or certifications. Experience alone often won’t be enough.
- Regulated professions: Roles in finance, healthcare and similar sectors may carry legal or compliance obligations. If you’re not certified, you may not be eligible.
- Not enough experience: If you’re several years below the required level, it might be better to build experience first, especially for senior or leadership roles.
So, should you still apply?
Focus on fit, not perfection.
Very few candidates meet every single criterion. What matters more is whether you can do the job well, develop within it, and achieve the overall objectives.
If you meet most of the essentials and can show how you add value, it’s worth applying. Highlight your strengths, be upfront about the gaps, and show you’re willing to learn.
Remember, job descriptions are often a wish list, not a checklist. If you believe you can thrive in the role, take the step.
You might just be exactly who they need.
Rachel Davies is a Senior Consultant, specialising in recruiting for the health and social care sectors, particularly with small charities and those in the disability sector. Combining her wealth of experience with her passion for recruiting good people for good causes, Rachel can help you find the best talent for your organisation.
