The most common reasons that employers reject a candidate.
1. Poor attitude.
Many candidates come across as arrogant. While employers can afford to be self-centered, candidates cannot.
2. Appearance.
Many candidates do not consider their appearance as much as they should. First impressions are quickly made in the first three to five minutes.
3. Lack of research.
It's obvious when candidates haven't learned about the job, company, or industry prior to the interview. The Internet makes it easy to research the company. Visit the library, then talk with friends, peers, and other professionals about the opportunity before each meeting.
4. Not having questions to ask.
Asking questions shows your interest in the company and the position. Prepare a list of intelligent questions in advance.
5. Not readily knowing the answers to interviewers' questions.
Anticipate and rehearse answers to tough questions about your background, such as recent termination or an employment gap. Practicing with your spouse or friend before the interview will help you to frame intelligent answers.
6. Relying too much on resumes.
Employees hire people, not paper. Although a resume can list qualifications and skills, it's the interview dialogue that will portray you as a committed, responsive team player.
7. Too much humility.
Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments. Explaining how you reach difficult or impressive goals helps portray you as a committed, responsive team player.
8. Not relating skills to employers' needs.
Reiterate your skills and demonstrate to the employer that you can "do the same for them." A list of sterling accomplishments means little if you can't relate them to a company's requirements.
9. Handling salary issues ineptly.
Candidates often ask about salary and benefit packages too early. If they believe an employer is interested, they may demand inappropriate amounts and price themselves out of the jobs. Candidates who ask for too little undervalue themselves or appear desperate. Your recruiter can provide expert advice on making your offer stage a win-win for both you and your company!
10. Lack of career direction.
Job hunters who aren't clear about their career goals often can't spot or commit to appropriate opportunities. Not knowing what you want wastes everybody's time.
11. Too much humility.
Explaining how you reach difficult or impressive goals helps employers understand what you can do for them. Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments.
1. Poor attitude.
Many candidates come across as arrogant. While employers can afford to be self-centered, candidates cannot.
2. Appearance.
Many candidates do not consider their appearance as much as they should. First impressions are quickly made in the first three to five minutes.
3. Lack of research.
It's obvious when candidates haven't learned about the job, company, or industry prior to the interview. The Internet makes it easy to research the company. Visit the library, then talk with friends, peers, and other professionals about the opportunity before each meeting.
4. Not having questions to ask.
Asking questions shows your interest in the company and the position. Prepare a list of intelligent questions in advance.
5. Not readily knowing the answers to interviewers' questions.
Anticipate and rehearse answers to tough questions about your background, such as recent termination or an employment gap. Practicing with your spouse or friend before the interview will help you to frame intelligent answers.
6. Relying too much on resumes.
Employees hire people, not paper. Although a resume can list qualifications and skills, it's the interview dialogue that will portray you as a committed, responsive team player.
7. Too much humility.
Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments. Explaining how you reach difficult or impressive goals helps portray you as a committed, responsive team player.
8. Not relating skills to employers' needs.
Reiterate your skills and demonstrate to the employer that you can "do the same for them." A list of sterling accomplishments means little if you can't relate them to a company's requirements.
9. Handling salary issues ineptly.
Candidates often ask about salary and benefit packages too early. If they believe an employer is interested, they may demand inappropriate amounts and price themselves out of the jobs. Candidates who ask for too little undervalue themselves or appear desperate. Your recruiter can provide expert advice on making your offer stage a win-win for both you and your company!
10. Lack of career direction.
Job hunters who aren't clear about their career goals often can't spot or commit to appropriate opportunities. Not knowing what you want wastes everybody's time.
11. Too much humility.
Explaining how you reach difficult or impressive goals helps employers understand what you can do for them. Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments.