Receiving a rejection letter for a new role can be tough to handle. Especially when that job ticked all your boxes: work-life balance, growth, location, etc.
I asked our Technical Search Consultants, what are the main reasons why candidates didn’t get the job?
Here are the top 7:
The resume wasn’t up to scratch
Your resume is an employer’s first impressions of you and first impressions count!
A generic resume will not get passed the first stage. Customise your resume that reiterates the language of the job advert. Also, add real examples that link to duties described in the new role.
Whether it’s the wrong type of experience or length, experience is a key factor in making job placements.
Too much experience could make a potential employer question your motivation or salary.
Potential employers could also be looking for experience on a key part of the role. You may not have had this or mentioned it enough in the recruitment process.
Is it something I said?
Talking negatively about a previous employer is a no-no. This can come across petty and will leave a negative impression to your application not your previous employer.
Do your homework – prepare scenarios that outline key successes and failures in your working history. Everyone has failed, it is showing that we have learnt/overcome our failures that are more important to a future employer.
Also prepare questions about the company/site/opportunity. This shows effort and genuine interest in the role. This should help incorporate examples of your experience and link it with the new job.
This is something out of your control but is becoming a huge part of the recruitment process. Office culture that works makes a powerful workplace and team unit. If you don’t fit that culture, it could be a negative outcome for the team.
The digital footprint
It’s no lie, employers stalk your social media to find out more about you. So, unless you have privacy settings turned on, be careful what you post.
Career progression is a huge pull towards a new job. Large organisations have set KPIs on how many internal placements they make.
Internal placements are a great way of keeping staff encouraged to do their best at your expense.
Sending a thank you email, or a follow up call is highly regarded in the recruitment process. It shows how eager you are as well as politeness. So, make sure you take a few minutes after the interview to contact the interviewer.