The most common reasons for NOT getting the Job?

Takeaway_Addict

noelphobic wrote: »

Would they get as far as an interview if that was the case? Would you not be able to glean that from their application form or CV?

Nothing is infalliable, some no doubt will but ideally they will have been gleaned out and no doubt in the law of averages I won't find everyone for interviews and the law of averages are I will hire someone who is using it as a stepping stone at some point in life.

I will however minimise this risk

Takeaway_Addict

makeyourdaddyproud wrote: »

If I was prepared to use your job as a stepping stone, there is no way you will detect that in me. I will get the job, leave, and you will go through the process again.

That's because your job is, well, not good as the other one. Comprende?

Well you can't guarantee you will get the job for a start but I agree that nothing is perfect and on the law of averages I wouldn't get everyone playing the game but I would choose the person I felt best for the work who wouldn't get bored, but if they do and they move on then so be it.

My point is I wouldn't purposely choose someone that I would expect to be bored or understimulated.

Housing_Benefit_Officer

"You are over qualified for the job and we felt if you got the job you would get bored and leave in the near future"

AP007

Housing_Benefit_Officer wrote: »

"You are over qualified for the job and we felt if you got the job you would get bored and leave in the near future"

I have had that even when I was in employment.

One company many years ago 'made a mistake' and took on someone who they had to let go and via the agency asked me to come back to see them to which I said I was no longer available

vacationgirl

Any reputable company will have scores for marking the interviewee should feedback be requested. You should always ask for feedback and not just assume it was because of xyz.

There is plenty of guidance material on interview techniques available on the web, this one may help. Good Luck!

http://www.jobcentreguide.co.uk/job-interview-tips/25/how-to-handle-tricky-interview-questions

AP007

vacationgirl wrote: »

Any reputable company will have scores for marking the interviewee should feedback be requested. You should always ask for feedback and not just assume it was because of xyz.

There is plenty of guidance material on interview techniques available on the web, this one may help. Good Luck!

http://www.jobcentreguide.co.uk/job-interview-tips/25/how-to-handle-tricky-interview-questions

How to Handle Tricky Interview Questions?


They are basic to be fair.

vacationgirl

They are basic to be fair.[/QUOTE]

When someone is repeatedly unsuccessful in obtaining a position they sometimes need to go back to basics!
Some interviewee's may have a good cv but have the wrong attitude, or don't come across as having any personality or people skills.
You have to fit the company as well as the role, sometimes you are "not for the company" and the company is "not for you".
Employers also screen networking sites as well as cv's, so make sure there are no revealing personality traits!

Gavin83

El_Torro wrote: »

Over the years the most common reason for not getting the job has been "We went with someone with more experience". I tend to interpret that as "We interviewed you because your CV looked good but when we met you we decided we didn't like you".

That's pretty much it. If you get an interview it means that your suitable for the job on paper, so if you don't get the job it's because they like someone else more. Interviews are basically personality tests.

A lot of companies are extremely prejudice in employing people. They won't tell you this of course but its true. I've known companies to reject women based on the fact they may have a child soon. Technically illegal but there is no way to prove it.

You could argue the interview process is unfair but then again the company is investing a lot of money in the person their employing, therefore I think they've got a bit of a right to choose who they wish, even for totally unfair reasons. No one is going to employ someone they don't like.

DKLS

vacationgirl wrote: »

Any reputable company will have scores for marking the interviewee should feedback be requested. You should always ask for feedback and not just assume it was because of xyz.

There is plenty of guidance material on interview techniques available on the web, this one may help. Good Luck!

http://www.jobcentreguide.co.uk/job-interview-tips/25/how-to-handle-tricky-interview-questions

Whenever I have been asked for feedback and tbh its not that often, I would never tell the true reason why they didn't get hired, I would simply trot out one of the old favourites. Any notes I make are binned after a decision has been made.

J_i_m

DKLS wrote: »

Whenever I have been asked for feedback and tbh its not that often, I would never tell the true reason why they didn't get hired, I would simply trot out one of the old favourites. Any notes I make are binned after a decision has been made.

And it's exactly that kind of attitude which deters people from following up and asking for feedback.

It's very difficult to learn from feedback which isn't honest or constructive.

Whilst I can appreciate that it isn't easy to call up a candidate to tell them that they weren't sucessful, it shouldn't be forgotten that the candidate too (not just the recruiter) have "invested" time, effort and probably money too into the occasion. The least you could do is to provide honest, concise and constructive feedback.

It's about customer service, something which ought to be high up on any companies list of priorities. And fobbing of a rejected candidate for little more reason because you couldn't be botherd or that you decided you didn't like the candidate personally is actually very poor customer service which reflects badly upon you and your organisation.

I wonder what your staff turnover is like if that's your attitude towards people.