Under-Qualified
When a candidate lacks some of the requirements listed in a job description. Research shows most candidates — especially women — apply only when they meet nearly all requirements, while many roles are filled by candidates who met 60-70%.
Being underqualified means you don't meet all the stated requirements of a job posting. This happens on a spectrum: missing one preferred skill is trivially different from lacking the core experience the role requires. **The 'apply anyway' research:** A widely cited LinkedIn study found that women apply to roles when they meet 100% of the requirements, while men apply when they meet about 60%. Both approaches are suboptimal — applying to roles you're wildly underqualified for wastes everyone's time, but applying only when you meet every requirement means missing many roles you'd be competitive for. **When to apply despite gaps:** - You meet most 'Required' qualifications but are missing some 'Preferred' ones - You have adjacent experience that directly transfers - You have a different but equally strong background in the core competency - The gap is a skill you could demonstrate willingness to close (a course, certification, or project) **When not to apply:** - You're missing most 'Required' qualifications - You're missing years of experience that would make you uncompetitive in the pool - The role is 2+ levels above your current one without exceptional circumstances **In your application:** Address the gap proactively in your cover letter if it's significant: explain your equivalent experience or your plan to close the gap. **The 60-70% rule:** If you meet 60-70% of the requirements and the job genuinely excites you, apply. The 'required' section is often the hiring manager's wish list; the actual threshold for a strong candidate is typically lower.
Why it matters
The most common job search mistake isn't applying to roles you're underqualified for — it's not applying to roles where you'd be competitive because the requirements list is intimidating. Job descriptions are aspirational documents.
Candidate tip
When evaluating whether to apply, focus on the first 3-4 bullets in the 'Responsibilities' section — if you can speak credibly to doing that work, the gaps in the requirements list are negotiable.
Related terms
Overqualified
ApplicationsWhen a candidate's experience, credentials, or previous salary significantly exceeds what a role requires. Employers often worry that overqualified candidates will leave quickly, be disengaged, or expect more than the role can offer.
Resume Tailoring
Resume & CVCustomizing your resume for each specific job application by mirroring the job description's language, emphasizing the most relevant experience, and adjusting your summary and skills section to match what the employer is looking for.
Cover Letter
Resume & CVA one-page letter accompanying your resume that explains why you're applying, why you're a strong fit, and what specifically drew you to this company and role. Strong cover letters add context that resumes can't — they're not required everywhere but matter when they are.
Applicant Pool
Job SearchThe total group of candidates who have applied for a specific role. The composition and size of the applicant pool determines how competitive the role is and what qualifications the hiring team will use to differentiate candidates.
Skills Assessment
ApplicationsA practical evaluation of your ability to perform specific job-relevant tasks — a coding challenge, writing assignment, data analysis exercise, or design brief. Skills assessments are more predictive of job performance than most interview formats.