Reasons Behind Job Interview Rejections Unveiled - Crucial Insights to Consider
In the job application process, candidates expect their resumes to receive careful consideration, leading to an interview invitation. However, this isn't always the case, and even after successful interviews, rejections can occur. Ekaterina Litvinko, HR Director, shares five reasons for rejection that the applicant cannot control and offers advice for navigating an unsuccessful interview.
Under the scrutiny of nepotism accusations on LinkedIn, Ekaterina weighs in on the issue. While it's not always true, there are instances where individuals bypass HR and meet directly with the director, receiving a job offer. This creates the impression that personal connections and nepotism hold more weight than HR's role, according to Ekaterina.
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- Subjective opinion: The manager, recruiter, or recommender may have a subjective view of the candidate based on their work experience, personal qualities, and presentation skills. If their personal qualities don't align with the manager's, points may be deducted. Additionally, negative recommendations from previous workplaces due to a poor exit or joining a competitor can negatively impact a candidate's chances.
- Security department: Comprehensive background checks, including lie detector tests and official records from relevant authorities, are common in some companies. Reasons for refusal can stem from relatives with criminal records, overdue loans, or other legal difficulties. This is justified because companies want to hire manageable candidates who follow the rules and protect the organization's reputation.
- Salary level: Companies establish salary levels based on their internal procedures. Even with a budget for the 'candidate's wishes,' companies cannot constantly increase salaries beyond their limits. If the candidate's salary expectations exceed the upper limit, they will be rejected.
- Incompatibility with the company: During interviews, it may become clear that the candidate is not a good fit for the company's cultural or work processes. For instance, focus on quick results and individual work may not align with a company's slower, more thoughtful approach.
- Interview for the sake of interview: Some companies require internal and external candidates to be presented to the manager, even if the position is not ultimately filled by an internal candidate. In such cases, there's little the applicant can do.
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After rejection, Ekaterina advises taking a deep breath, learning from the experience, and starting again. Understand which aspects of your experience or approach could be improved for future interviews and maintain a positive attitude and openness to new opportunities. Every company has its unique criteria for choosing candidates, so don't take rejection personally. Instead, explore different fields, consider alternative roles, or new directions in your career. Job hunting is a marathon, not a sprint; embrace the process and learn from the highs and lows along the way.
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- Finance: Companies need to balance their budgets when it comes to hiring, and sometimes they cannot meet the 'candidate's wishes' regarding salary, especially when the candidate's salary expectations exceed the upper limit set by the company's internal salary levels.
- Business: Nepotism accusations can affect the hiring process in some industries, as personal connections and family ties may sometimes seem to hold more weight than qualifications and HR processes, creating an impression of unfairness. However, it's important to note that not all hiring decisions are based on nepotism.
