Earlier this week, I had a conversation with a client that perfectly captured a mistake so many job seekers make.
She was applying for a sales and account management role at another company. On her résumé, we included a line that said she was “skilled at utilizing technology, data, and insights to inform plans.” That language came directly from the job posting she was targeting.
But she hesitated.
She told me, “I don’t think I’m seasoned enough in data. They probably want someone who’s an expert in Power BI or Excel.”
Here’s the reality:
She did have experience with those tools. And throughout her entire sales career, she had been deeply familiar with CRM systems like Salesforce and HubSpot. She regularly pulled reports, analyzed trends, and used those insights to shape client strategy.
In other words, she was already doing exactly what the posting described.
Yet she wanted to remove that line from her résumé because she assumed the company wanted someone far more advanced than she was.
I stopped her and said, “The employer never said any of that.”
They didn’t say expert.
They didn’t define levels.
They didn’t specify years or certifications.
They might simply be looking for someone who understands the tools—someone exactly like her.
If she removed that language, there was a real chance her résumé wouldn’t make it past the initial screen. Not because she lacked skills—but because she talked herself out of matching what the employer said they wanted.
And this happens all the time.
The Problem With Self-Scoring
Job seekers often read a job description and imagine a very high bar—one that exists only in their head.
The posting asks for Power BI or Excel.
They assume the company wants an 8 or 9 out of 10.
They rate themselves a 6.
And they never apply.
But the employer might actually need a 5.
They might value adaptability over mastery.
They might expect to train the right person.
And most of the time, they don’t specify any of this.
This same issue shows up on résumés when candidates include skill bars, charts, or self-ratings. While it may feel helpful, it usually works against you. The employer never created that scale—you did. And it often makes you look less qualified than you actually are.
What Employers Really Know
Here’s something job seekers forget:
Most technical skills are learnable.
Employers know this.
They are often looking for someone who:
Has solid fundamentals
Uses tools with intention
Can learn quickly and apply what they learn
They are not always searching for the world’s foremost expert. They’re searching for someone capable, curious, and adaptable.
What To Do Instead
Be honest on your résumé—but be confident.
If a posting lists a skill you have real experience with, even if you’re not at a self-invented “expert” level, include it. Support it with examples. Show how you’ve used it to make decisions, improve outcomes, or drive strategy.
And then apply.
Let the employer decide.
Do not eliminate yourself based on assumptions they never stated.
Your Action Step This Week
Stop rating yourself.
Start positioning yourself.
Focus on:
What you’ve actually done
How you’ve learned tools over time
Your ability to adapt and grow
You are more qualified than you think.
Don’t let self-doubt close a door that should stay open.