A clear-headed guide for when to lean in and when to read between the lines.
If you’ve ever talked yourself out of applying for a job because you didn’t tick every ‘desirable’ box, you’re not alone.
In senior recruitment, especially in local government, it’s easy to assume that if it’s listed, it must be essential. But that’s not always true.
The word “desirable” lives in a grey area. Sometimes it’s code for “bonus but optional”. Sometimes it quietly means “non-negotiable, but we didn’t want to scare anyone off”.
So how can you tell the difference?
Here’s our honest take, after supporting hundreds of executive recruitment processes: a few clues, a few myths and when to go ahead and apply.
What ‘Desirable’ Usually Means
Let’s start with the obvious: desirable criteria are not required. They’re not used to automatically exclude you. They’re qualities or experiences that would strengthen your case, not define it.
Example:
“Postgraduate qualification in management or leadership desirable.”
Translation: They want to see evidence of leadership thinking and a postgrad degree helps, but it’s not the only path.
If your track record shows strong strategic thinking or you’ve led major transformation programs, you’re likely to tick that box in other ways.
But Sometimes... It’s Quietly Code for ‘Essential’
Watch for signs that desirable might actually mean non-negotiable, eveneven if they don’t say it outright.
Example:
“Experience in regional local government desirable.”
If the role is based in a remote council with unique cultural, community or resourcing factors, this might be a proxy for “essential”. The panel may feel it’s too risky to appoint someone who hasn’t worked in a similar context.
Ask yourself: Is this a preference or a survival skill in this role?
If in doubt, ask the recruiter directly. (A good one will be honest.)
Is the List of Desirable Criteria... Extensive? That’s a Clue.
Sometimes, the list of “desirable” reads like a wish list:
Postgrad study
Prior CEO experience
Experience with elected members
Commercial acumen
Strong regional ties
ICT project experience
Innovation mindset
No one ticks them all. And no one’s expected to. In these cases, the panel is often trying to signal range, not requirements.
Use this kind of list to position yourself:
✔️ Tick what you do offer
✔️ Acknowledge what you don’t and how you’d bridge that gap
✔️ Share your growth mindset, not your perfection
Look for This Language. It Tells You Everything
“Applicants without [this] will not be considered.”
→ That’s essential. No guesswork required.
“Preferred but not essential.”
→ This is your window. If you meet the key capabilities, apply even if you’re missing a few extras.
“Desirable for success in the role.”
→ Worth a closer look. This may mean non-essential at appointment, but critical to grow into quickly.
When NOT to Apply
We’ll say it plainly: if you don’t meet most of the key selection criteria, not just desirable ones, you’re probably not ready for the role yet.
That’s not a criticism. It’s discernment. We want candidates to apply when the fit is real, not aspirational.
That said, if you almost meet the essentials and the desirables are what’s holding you back…
Ask yourself: Would I be competitive in the room? Or would I learn from being in the room?
There’s value in both. Just be honest about which one you’re doing.
And If You’re Still Unsure? Talk to Us.
We’re not here to fill inboxes with applications. We’re here to find the right fit for you and for the organisation.
Sometimes that means saying, “Yes, go for it.”
Other times it’s, “Not this one… but here’s what to work on.”
Either way, we’re happy to talk.
📧hello@leadingroles.com.au
📞1800 088 000
Because great candidates aren’t always the ones who tick every box, they’re the ones who know which boxes matter most.