Some help
There are two people I hire for a specific job depending on what I need in that position. The first is someone who has extensive experience in similar positions and stands out as a perfect fit. The second is someone who clearly does not have the experience to qualify as a perfect fit but has the less tangible qualities of eagerness, common sense, good interpersonal skills, and intelligence to quickly compensate for their lack of applicable experience. I have hired both with great success. The question for you is "Do you fall into the latter category."
Therefore, your task with respect to the hiring manager is to first determine what characteristics he or she would accept from someone who is not a perfect fit. That is, you must ask them, "You know, I'm considering applying for this position. If you were to hire someone who does not have the specific experience relating to the technical knowledge of this job, what qualities would you look for that would convince you to hire someone without a great deal of technical experience?" They may answer, "I would not hire someone like that under any circumstances.".... end of discussion. On the other hand, they may well give you a series of qualities and now you know what they want.
If I were asked this question, I would list the qualities I listed above. But those are my criteria. You must find out what the hiring manager values. If you can't get an answer then take mine. Your task then, in order to secure the job, is to show that you have the non-technical qualities that the hiring manager wants. If you can get the desired non-technical qualities from the hiring manager then pump up your capabilities in relation to those qualities. If you cannot get the desired non-technical qualities then hit as many qualities as you think might be important including the ones I list in this response.
The main message is that under some circumstances I will opt for the candidate that is a perfect fit... if they exist. On other occasions, I might have a really "good person"; smart; quick; articulate; able to think clearly; able to work well with people; and organized.... someone I trust to become what they are not yet. I've hired plenty of these people and they have never let me down. However, that is also a function of my ability to spot these people... some managers never take this approach. It is risky.
So your job as the non-technical candidate is in two phases. First, do the best you can to determine under what circumstances the hiring manager would hire a non-technical person for your desired position.... guess only as a last resort if you can't get the desired information. And second, if you have the desired qualities, make sure they are clearly presented to the hiring manager. That's how you make your case.
I hope this helps.
Steven Cerri
