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When I was 12 years old, I found myself in New York City at a 3-card monte table with a Mormon boy my age whom I had recently met on a ski trip.  Quick disclaimer – there is so much unpacking that needs to occur with that first statement but at this point simply assume it reasonable for two 12 year-olds who just became friends to be wandering NYC checking in on various street gambling sites. 

My Mormon friend, I’ll call him Elderberry because I honestly don’t remember his name but do recall him being slightly older than me, watched intently as a 3-card monte game unfolded.  A small crowd gathered around us, excitedly watching as the “tourists” appeared to win against the dealer.  Seeing an opportunity, Elderberry quickly grasped the game’s mechanics and confidently placed his only $20 bill on the table to make a bet. In an instant, the atmosphere shifted dramatically—the dealer swiftly revealed Elderberry had lost, snatched his money, and promptly relocated the game. Within seconds, I found myself standing alone with Elderberry, who was now starting to cry.

We somehow made our way back to our  “submarine parents” who explained to us that we were conned.  They explained that other players were accomplices and part of the scam, and once a genuine player like Elderberry was identified, sleight of hand and misdirection would ensure that the real player would lose.  In essence, the game was rigged.  While Elderberry and I both felt the full sting of being duped, I felt especially bad for him as he now had no money.  I had a bit more than $20 in my wallet and offered it to him, which seemed to ease his distress a little. I felt like I had done a good deed.

I reflect on this incident when considering recruiting practices. Just as Elderberry fell victim to a rigged game, there are job roles that may appear ideal to a candidate but are essentially unwinnable.  Often, it’s unclear from the job posting that a role is unwinnable, making it crucial for candidates to grasp this concept to avoid discouragement during the application process. Let’s explore some factors that can render a role unwinnable:

Preference for an internal candidate

Specific industry or functional experience requirements

Emphasis on a particular educational background

Expertise in a niche skill

Fit with team or manager culture

Previous job titles

Overqualification

Hidden biases

High value on specific interpersonal skills

Unstated company policies or quotas

I could go into great detail here but hopefully most people recognize that hiring teams or hiring managers can have strong preferences on who they will consider.  For instance, a candidate might possess relevant sales experience but be disregarded because their college is less prestigious compared to that of the hiring executive.  The same highly qualified sales candidate may be a great fit for a role in an adjacent industry but that hiring manager may believe that prior Public Sector experience is a necessity.  Some teams gravitate towards “young and hungry” while other teams prefer “experienced and wise”.  Rarely are these types of preferences articulated in a job description.

One of the biggest issues stemming from these rejections is the headtrash it creates for a candidate.  Feeling perfectly aligned with a job posting only to receive an automated rejection can lead to insecurity in future applications or prompt candidates to alter their interview strategies. This cycle can be incredibly demoralizing. Instead of questioning “why do I keep losing?”, candidates may want to consider “did I have a fair chance in the first place?”

Back to Elderberry for a brief moment – after hitting NYC as 12 year-olds, we never saw nor spoke with each other again.  He was probably traumatized by the whole experience and I was probably reluctant to fund any of his future gambling addictions.  I hope he never fell for another 3-card monte scam again, but if he did, sympathy might be hard to muster. Once you understand that the odds are stacked against you, lamenting a loss seems futile.

The same principle applies to job candidates. Often, a candidate won’t know if a position is truly viable until they apply. But once a candidate can assess that they had no chance at getting through the interview process, they should move on and focus on opportunities where the odds are more favorable.

Hire Thought…Candidates should constantly assess their recruiting efforts and seek to improve every aspect of their job search; from the resume writing to interview performance and negotiation skills.  However, there are instances where adjustments aren’t necessary because the opportunity was never realistically within reach. In such cases, the goal is to move forward undeterred by the company’s decision.

Most importantly, if you are ever in charge of watching pre-teens in New York City, please offer to protect their cash while they are off exploring the back alleys of the city.



One Comment

  • Tony says:

    Love it Dan. Keep moving forward, improve, and avoid the blackjack table where the house odds always win in the end.

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