REASONS TO REJECT CANDIDATES AFTER INTERVIEW

Skill shortages, including hard and soft skills, trouble many employers and hiring managers. Often it seems fit to compromise a little to fill the vacant position early rather than rejecting the candidates who are not that great for the job. However, making the wrong recruiting decision is frequently more costly than keeping the position open and extending the interview process. 

The following could be the probable reasons to reject candidates after an interview:

1. Lack of Preparedness

 It is easily assessed by the interviewer whether the candidate has come prepared or not. All candidates appearing for an interview should be able to exhibit readiness and preparation, which should include at least a basic understanding of the firm and the role. They should be able to answer the questions put forth by the employer. Any unfamiliar candidate does not deserve to be advanced to the next level. One should be able to answer the hiring manager and also ask relevant questions. This not only exudes preparedness but also shows that the applicant is interested in the company and is enthusiastic about the position and not passive and indifferent. 

 2. Courteousness

 The basic etiquette like wishing people good morning, saying please and thank you to anyone and everyone irrespective of the post they are at makes an applicant shine. Anyone who doesn’t possess these necessities appears to be rude, arrogant, and unfit for any job role. Also, any kind of condemnation of past employers by the applicant should be a red flag for the interviewer. 

 3. Lack of Confidence

 An interviewee may be nervous but it is important to understand the difference between nervousness and lack of confidence. A candidate displaying extra humility, not being able to describe his accomplishments, reluctant to make eye contact, an improper body language, poor posture, and fidgeting, weak handshake among many others are indicators of low confidence. It is the responsibility of the interviewer to make the candidate feel comfortable and at ease however, if the lack of confidence persists, one may reject such candidates as they won’t add value to the organization. 

 4. Poor Communication Skills

 Communication skills are one of the vital factors that come to play when hiring a candidate. It is a deal-breaker if the applicant displays an inability to express themselves clearly, or assumes something without confirming with superiors or colleagues. 

  5. Inadequate Listening Skills 

 Candidates who do not comprehend information, do not follow directions, flood, or interrupt with questions and opinions are often not cut out for a role in organizations. This has significant ramifications for them to be part of any team or project. 

 6. Poor Sense of Time

 Not understanding the value of time should not be a case while arriving for an interview. Coming in late and or even early could make the chances of the applicant being hired bleak. Excuses shouldn’t be given by the interviewee. However, there can be genuine reasons like getting stuck in the traffic or road blockages which may be considered by the organization. 

 7. Appearance

All applicants should be suitably attired and clothed under industry standards. First impressions are quickly made in the first three to five minutes. However, some industries are more laid-back than others. In those conditions, one should be overdressed. Candidates who wear jeans, sneakers, or have an untidy look of any type should be rejected. The organization should think about how will appear when they are not trying to impress if they dress like this when they are attempting to impress.

 These are some of the most prevalent causes of job rejection that might cost anyone an interview. In this cutthroat, competitive economy, being upskilled with the applicable information and certifications will help one go ahead and stand out.