Who is the perfect candidate?

Who is the perfect candidate?

Everyone
who interviews for a job believes that he or she is perfect for the
position. So, who is the perfect candidate for the job?

My friend, Bill, is looking for employment at a senior managerial
level; his background is high value sales. He recently got an interview
with the president of a small medical device company.  After two rounds
of interviews Bill was one of the three remaining candidates. During
the prior interviews salary and all other terms were agreed to, should
Bill get an offer. The company's president decided that the final
selection would be done after each remaining candidate presented how,
if hired, they would increase the company's sales ten-fold over a five
year period. Bill's presentation and Q&A afterwards lasted for two
hours. The company president praised Bill's information, delivery and
supporting material, saying, "You were the only candidate who organized
and presented everything in a way that we see works."

Bill left feeling that he had a lock on this position. He really
foresaw this opportunity as his perfect career transition. Two days
later He opened his e-mail and found the president's reply. You can
read it too.

Hi Bill,

Just wanted to let you know we made our choice and unfortunately you were not selected.

But I did appreciate the opportunity to listen to your presentation,
which was excellent.  We are looking at growing over the next few years
so perhaps our paths will meet again.

Some feedback: We felt that you were a little too perfect in the
pitch and talked far too much.  So while we all really enjoyed the
presentation we felt that for this job right now in the transition
point that we're going through...that it wasn't the right fit.  But let's
keep connected via LinkedIn and perhaps get to know each other a little
better as time goes on.

Also...I really appreciate you reaching out to offer the help with
CohesionWorks.  We won't be able to anything right now as money will be
a bit tight for a few months with the recent hires.

Respectfully,

(President's Name)

.

Here are my observations. When an executive cannot admit the true
reason for something they reach into the surreal message file, and draw
out the most ethereal possible response, "..."We felt that you were a little too perfect in the pitch. A perfect sales approach is unacceptable?
So, what is the truth?  I can only speculate, based on prior experience
and human nature.The truth is often fear on the hiring company's part.

Was it fear that the candidate was too good for their small firm and
would leave once the economy turned? Possibly. But what executive
passes on the opportunity to double sales in a year? In this market
most managers would accept a pact with the Devil to achieve this goal.

Was it that the Bill cost too much? Not really, since they had
agreed to the compensation PRIOR to the interview. But perhaps they
decided post facto that they could get a candidate for less and accept
lower results as well. Possibly they took the presentation and gave it
to the in-house sales person and said, "Here you go, do this."

We may never know the reality, but we all know one fact. The last sentence from the president's letter says it all, "We won't be able to anything right now as money will be a bit tight."
They are out of money. Bill confirmed this with a few well placed
calls, after he was rejected. The company has a sales plan to execute
to achieve their dream, and no cash or the right personnel to make that
a reality.

Striving to be the perfect candidate is common, being rejected or
told you are too perfect for the job is uncommon. Candidates need not
take dismissal to heart, but rather understand they are hired or not,
based on situations, both broad and narrow, and seldom hired solely on
their attributes. It is often the reality of the situation that forces
the decision, not the ability, experience of presentation of the job
seeker.