Why is your current job not your dream role?

Why are you still struggling to land the job of your dreams? One professional says you might be too nice. Here’s how to stamp your authority.


We’ve all been there, trying desperately to secure our first job or step into a new career. Most of the time, people are willing to say or do just about anything even if it’s only to get close to a dream role.

It’s true that everyone has to start somewhere, but there’s a difference between putting this into practice and beginning at a dead end. Jobs, after all, should have the potential to turn into careers.

In a recent article on The Muse, Katie Wolfe outlined the reasons why people find themselves so close but so far from landing their dream job.

Put simply, people are too polite, as they assume the power in the recruitment process lies with the employer. In fact, in an age where employment news is dominated by skills gaps and the struggle to find capable workers, the power is with the candidate.

The trouble is, according to Ms Wolfe, that people aren’t aware of this, so when an employer points them towards a role that isn’t quite what they’re after, they still say yes.

Not only can this harm your career progression, it doesn’t help the employer either. Businesses want employees that are engaged with the work. If you’ve taken a job out of obligation rather than passion, it’s likely both you and the employer can do better.

So, how can you enter an interview with confidence and ensure that you leave with what you want?

Research from the Society For Personality and Social Psychology found that self-affirmations are more effective if written down before approaching a high-pressure situation. Lead Researcher Sonia Kang believes this advice can be of great help in times of stress.

“You should reflect on things that you know are good about yourself,” she said.

“Anyone has the potential to do really well. It’s how you respond under pressure that makes a key difference.”

Ultimately, candidates should be focusing on what they want, and how employers can give it to them, rather than the other way round.