The most common reasons for NOT getting the Job?

J_i_m

So, the overall vibe we're getting in this thread now is that the candidate has to be perfect in every way whilst the employer is fully justified in being two faced and as jolly well unprofessional as they like.

makeyourdaddyproud

My fingers are drumming vacationgirl?

Tick tock tick tock...

vacationgirl

Ha ha! It depends on your face book settings.

Karen_taris

This thread as drifted to my original post.

As for my original questions,

Is this a reason they give sometimes?


"Although you were a good candidate, another candidate was a better candidate for the role, a better role."

but they keep the details vague?

J_i_m

Karen_taris wrote: »

This thread as drifted to my original post.

Rather inevitable unfortunately.

As for my original questions,

Is this a reason they give sometimes?


"Although you were a good candidate, another candidate was a better candidate for the role, a better role."

but they keep the details vague?

I've had that kind of response more times than I can remember. They're trying to be kind or "PC" when they say that, but it's pretty useless feedback because it doesn't tell you what the other candidate answered better and where you need to improve.

I think sometimes, we as rejected candidates need to retain our composure and ask them to elaborate on why the other candidate was better, that way you've done your part and the ball is firmly in their court.

I'm of the opinion that I'd much rather be told exactly what they perceived my weak area to be. There's no point in trying to spare my feelings, if I haven't got the job then I'm already going to be disappointed anyway so I may as well hear the honest reason or area where I was outshone, so I can learn from it and address it in future interviews.

Of-course there's many reasons why employers aren't good at giving feedback... Maybe they're really quite busy, maybe they're shy, maybe they're unprofessional and picked a name out off a hat, maybe they can't give you honest feedback because it would expose them having pulled a fast one against equal opps and the equality act.

BillJones

J_i_m wrote: »

I think sometimes, we as rejected candidates need to retain our composure and ask them to elaborate on why the other candidate was better, that way you've done your part and the ball is firmly in their court.

If an employer gives reasons, though, the candidate may then choose to start arguing, and the company will generally have no interest in wasting their time doing this.

It's nice if a firm can give an explanatin, but there's a definite cost to so doing, and no-one is owed it (just like a candidate is not expected to have to give their reasons for not taking a job).

mattcanary

J_i_m wrote: »

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.

It's not surprising he's said this. He has demonstrated on several occasions that his method of recruiting is lazy, so not surprising his content when giving feedback is meaningless.

J_i_m

BillJones wrote: »

If an employer gives reasons, though, the candidate may then choose to start arguing, and the company will generally have no interest in wasting their time doing this.

It's nice if a firm can give an explanatin, but there's a definite cost to so doing, and no-one is owed it (just like a candidate is not expected to have to give their reasons for not taking a job).

Maybe the candidate would argue, but no one has to take abuse, and if it got heated and abusive then the employer would be justified in saying "I'm not prepared to be spoken to like that" and putting the phone down.

However, if the candidate genuinely missed out on the job by the narrowest of margins and on any other day you would have offered them the job, then giving good precise, constructive and honest feedback is the good thing to do.

The employer may be looking for the best possible candidate, but the candidate will also be looking for a good employer.

Providing constructive feedback would give a good impression of you, your company and increase the chances that the candidate will apply again for future vacancies.

You may well focus on the cost to the company, but it costs the candidate as well. They may have extra travel expenses, they may have bought a new suit for the occasion, they may have had to taken unpaid leave from their current job in order to attend the interview. They're making an investment of their time, effort and money.

Therefore it shouldn't be solely be the candidate's domain to behave professionally. Interviews are two way processes and the candidate is also interviewing the employer.

System

My most common when looking last year was that I was overqualified for the role. I found that a bit silly because my experience is on my CV!

BunnieJ

My OH says if he is ever in the position of employing someone for a job he would use the 'pick up half the pile of CVs and bin the unlucky ones' Luckily he isn't an employer! :rotfl:

My dad was unemployed for months after he was let go from his previous company, and they gave the same lame excuses every time he didn't get the job:

"You're over-qualified"

"You have too much experience"

"You would be bored in this role"

etc...:mad:

Eventually he got a job, but that was through a friend of my mum's husband. It seems that it's all about who you know these days! I've seen it within my own company!

I got a call (whilst at work) last week about a job opportunity. The lady left a voicemail and I called straight back, however she was busy. I have since tried calling 3-4 times and leaving messages with various staff to no avail. At least when employers give you feedback (truthful or not) at least they bother to get back to you!