This Is Why You Didn’t Get The Job
At the end of the interview process – it’s one person that gets the good news. For the rest of the candidate pool, it’s rejection, and they’re left to wonder “why I didn’t get the job?”
Based on an article by US News & World Report (Alison Green, Contributor – July 31, 2017), there are a few categories that comprise why most candidates weren’t selected. Knowing some commons reasons why interviewers do not choose to move a candidate forward can be a great advantage when prepping for your next interview.
– Fine but not great. Candidates meet the qualifications, but that’s it. The requirements for the position are strong, stellar skills – not mediocre. Mediocre candidates make interviewers wonder why they showed up in the first place. There is no spark or excitement coming across.
– Is good at X, but not as strong as we need in Y. This is another common conclusion reached when decision-makers are working to pick a candidate. Perhaps the candidate stated having both communication and writing skills but when the face-to-face interview was conducted, it was agreed that the candidate’s communications skills were not where they needed to be to work with a certain client. Perhaps the candidate mumbled or came across nervous or had difficulty maintaining eye contact.
– Interviewers having difficulty getting a read on a required trait or skill. Often, the candidate is unaware the interviewers are asking probing questions trying to extract the information they are seeking.
– Too wordy. This faux pas can be avoided if the candidate can tune into the interviewer’s body language. Usually, their face or body language will give you clues if you are going on too long. Your interviewer may avert eye contact, may look not as engaged as when the interview first started or may even glance at a clock or watch. These are clues to wrap it up. Respond with a concise answer that directly addresses the interviewers question that gives a good description and detail, and then stop. If the interviewer wants or needs more information, he will ask. Taking the long way around with unnecessary information that isn’t relevant to what the interviewer is looking for, turns the interviewer off. It exhibits a lack of self-awareness and poor team management skills.
– Concern about interpersonal skills. These could include comments like “she wasn’t very friendly and didn’t put forth any effort to connect” or “this person seemed like a jerk.” Aside from skills to do the job, interviewers want to hire people who will be pleasant to work with and won’t alienate their co-workers. In other words, if you are a friendly person outside of the interview, be that same genuine, authentic person in your interview.