The second of the 4-part series of applicant considerations, in which we look at the willingness of a candidate to perform the tasks associated with a position.
In the first part of this series we identified whether candidates are qualified for a position. An applicant may be Able to do the job, but may not be very happy with the duties, and therefore unwilling to stay for very long, or he may request a change in responsibilities. For the company this poses a problem, considering that he was hired to fulfill particular, necessary work roles, and they will now need to replace him.
Knowing that an applicant will not be happy with this position for very long, employers will tend not to consider this candidate further and focus instead on locating a more motivated applicant, one more likely to stay within the position for a longer time. Although in the short term the employer will spend more time interviewing people, this is time invested in long-term, productive hires.
One sales candidate—very interested in a particular company--failed to make it to a second round of interviews because he was unaware of this viewpoint. In the interview he was asked why he was interested in the sales position. He responded by pointing out his experience and market knowledge and mentioned his interest in developing his career in marketing activities. The company rejected him. With a dozen other candidates clearly aware that the available job was a sales position, why would they consider him if his true interest was in marketing? Being qualified, the candidate was surprised and disappointed at being rejected. However, after speaking with a consultant he came to understand that by expressing his interest in non-sales activities he had hurt his chances for the position.
As an applicant, you need to determine whether you will actually enjoy the job 'as-is' or if the employer can be flexible to your interests.