In recent weeks, I’ve received advice from some managers—who are not my direct line managers but still support me a lot. A good thing I’ve found in our company is that everyone is willing to give you advice when you ask for it. Of course, I don’t expect all leaders or managers to be like that, but you can choose the one who inspires you the most.

The recruitment process is never easy. If it’s easy, then maybe it’s not giving me that many lessons. The talks with these managers have left me with some questions:

• What’s the missing ingredient the hiring manager is really looking for?
  What I think is that sometimes the team is missing a person who can execute the job, but sometimes they already have a high-performing team and just need someone to guide or bond the team together. Then it’s just a matter of whether you’re the missing puzzle in the team—and if you’re willing to sharpen yourself to fit. Or will you find another team that fits you better? If you get rejected for many positions, you may start doubting yourself—questioning your competence—but no, it’s just not the right position for you.

• What if the position isn’t a perfect 10/10 match—what would I do then?
  I don’t aim for perfection. I’ve planned my dream job to be this and that, but of course, I always keep an open eye and an open mind. Sometimes it’s not a jump from A to Z; I need to take smaller steps—from A to B, B to C. These smaller steps may not be 10 out of 10 as I expected, but what if they somehow bring me to where I want to be? Or along the way, I find a place that fits me even better?

• What risks am I ready to take?
  I am a risk-taker, but that’s because I measure the risk before making a decision—and even plan for the worst scenario. If I still want to take it, I go ahead. For me, risk is risk when we don’t measure it well. However, when we are well-prepared, it becomes more of a test-and-try—an experiment that you’ve prepared for, whether it ends in success or failure. If it doesn’t negatively impact someone or the company beyond your measurement, then what’s holding you back?

I’ve also learned that there are hiring managers who are willing to invest time to go through the position they’re recruiting for. That shows how important the role is and the effort they put into recruitment. However, there are managers who prefer to take the safer choice—someone they already know, someone they’ve worked with, someone who can eliminate the risk for them.

There is no right or wrong. I used to be a manager and recruited my own team. I weighed different candidates to choose mine, and in some cases, when my head was equally for them, I trusted my heart and gut feeling.

And I’ve also learned that there are managers who support you every single day. They don’t give you any inputs or advice but totally believe in you. They’re the type of person who encourages and inspires you when you’re in chaos and doubting yourself. I’m confident about my competence, but there are days I doubt it because I lose my direction and navigation. However, they will tell you that you’re on the right track—and they’ll find a practical way to help you.

Everyone has their DAY ONE—I’ve heard this twice this week. I’m reading the book with the same title. Then I asked a manager—who is young and talented and has been in managerial roles for a long time—whether he feels worried or anxious about a new role if he were selected. He said YES. And it’s pretty common when you step into the unknown. It doesn’t matter how many years of managerial experience you have; it doesn’t change the fact that you’re in the unknown.

And that just reminds me of what IKEA next generation leader taught us: how to live and lead in CHAOS. It’s about being patient and slowly experiencing it. I will gain something during the process, I guess.

Thank you.