Stop begging for jobs and start proving your worth

Too many job seekers keep telling employers what they want instead of showing what they can do. Here’s how to flip the script

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Employers don’t hire to support lifestyles. They hire people who can solve problems, drive growth and prove their value.

On LinkedIn, the world’s largest professional networking site, you’ll see endless “Open to Work” posts. Most of them don’t sell ability. They read like demands: remote job, six-figure salary, unlimited vacation, benefits from day one. That isn’t a hiring pitch—it’s a shopping list.

The reality is that employers don’t hire to support your lifestyle. They hire to solve problems, expand markets and generate returns. Hiring is always a business decision, and business decisions come down to one question: does this candidate bring measurable value?

What makes employers stop and pay attention isn’t “I’m a team player” or “I’m detail-oriented.” Those phrases are filler. They don’t differentiate one job seeker from another.

What works is clear, verifiable proof of ability. For example:

• Fluent in English, French and Spanish.
• Managed a $47-million portfolio with a 25 per cent Return on Investment (ROI) increase.
• Delivered 30 keynote speeches to audiences of 1,500.
• Grew TikTok followers from zero to 10,000 in four months with original video content.
• Over 12 years, sold more than 400 Ford F-150s, consistently leading the region in sales.

That kind of detail makes hiring managers think, “I need to meet this person.”

The same principle applies to résumés. A line that says “Managed social media” is weak. A line that says “Grew Instagram engagement 70 per cent in six months through targeted campaigns” is strong. Specifics matter. Numbers matter. Evidence matters.

The same clarity that strengthens a résumé also makes or breaks networking. Most people are willing to help job seekers, including colleagues, friends, former bosses and even casual acquaintances. But that goodwill only works if you make it easy for them.

Saying “I need a job” isn’t enough. The people you approach shouldn’t have to guess what you can do. If you give them clarity, such as skills, certifications and track record, they can connect you to opportunities. Without it, networking becomes a dead end.

Even more important than how you network is how you frame your value overall. Here’s the hard truth many job seekers don’t want to hear: your lifestyle isn’t your employer’s responsibility.

The rising cost of living doesn’t make you more valuable to a company. The bills you have to pay don’t make you more employable. Career frustration doesn’t increase your worth. Employers didn’t create your lifestyle, and they aren’t obligated to fund it.

Value to an employer comes only from what you deliver. That means skills, results and impact. If you can increase revenue, cut costs, improve efficiency or expand market share, you have value. If you can’t demonstrate that, you’ll blend into the crowd.

Too many job seekers approach the market from a place of need. “I need work. I need security. I need benefits.” That may be true, but employers aren’t in business to meet personal needs. They’re in business to grow and survive in competitive markets.

The shift comes when you stop thinking in terms of what you need and start thinking in terms of what you offer. Instead of broadcasting availability, demonstrate value. Instead of hoping employers connect the dots, lay out the evidence. Instead of pleading, persuade.

Here’s a simple rule to guide any résumé bullet point, LinkedIn profile or “Open to Work” post: write it so the reader thinks, “I must meet this person.”

That standard forces you to cut empty language. It pushes you to back up every claim with proof. And it reminds you that the purpose of self-promotion isn’t to announce your needs: it’s to show why you’re worth hiring.

The employer-employee relationship is a business relationship. That means:

• Your lifestyle is not an employer’s concern.
• The cost of living is not an employer’s concern.
• Your career ambitions are not an employer’s concern.

What is their concern? Whether you can add measurable value to the organization.

If you want your job search to move faster, stop posting vague statements and personal appeals. Start highlighting the results you’ve produced, the skills you bring and the problems you can solve. The clearer you prove your worth, the shorter your search will be.

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.