Being turned down after a job interview is never easy. The disappointment is understandable, but every rejection also offers an opportunity for growth and improvement. What can you do to get a step closer to that new opportunity or colleague next time? Here are some tips for both professionals and employers.
For professionals: learn and grow from feedback
If you’re not selected, ask for constructive feedback. If no explanation is provided, let it go – the real reasons are not always easy to uncover, and focusing on what you can influence is often more productive. I always discuss with professionals or with my client where there was room for improvement. Was it a matter of experience, specific skills, or perhaps a cultural mismatch? Sometimes it simply comes down to a lack of chemistry – and that’s perfectly fine.
Before your next interview, ask yourself if you were truly well-prepared. Do you understand the role and what is expected of you? Research the company: why do you want to work there, and how do you see your role within the organisation? If you are well-prepared, you’ll project confidence and be able to demonstrate how your skills and personality contribute to the company’s goals. And be honest with yourself: do you notice a pattern in the feedback you’ve received in the past? Dare to reflect on this and take action to develop yourself.
For employers: the importance of a positive rejection
A good candidate experience is crucial, especially when a professional does not proceed in the hiring process. Handling a rejection positively can do wonders for your company’s reputation. Provide clear and honest feedback – even if it’s challenging. Does the candidate have the right skills, but perhaps a different working style from what you’re looking for? By clarifying this, you show transparency and demonstrate that the candidate’s effort is valued. Remember that every candidate is a potential ambassador for your business. A well-managed rejection conversation ensures that professionals retain a positive impression of your organisation, despite the disappointment.
Improve your selection process
It’s also essential to keep the selection process efficient and transparent. If a professional isn’t chosen due to preferences that only become clear later, ask yourself: was our process clear enough? Ensure that all stakeholders, from the team to HR, are aligned on what you’re looking for. This prevents candidates from waiting too long or undergoing unnecessary rounds of interviews, which can be exhausting for both sides. Clearly define the requirements from the outset, including technical skills, experience, cultural fit, and working style.
Every interview, whether it results in a hire or not, is a learning opportunity for both professionals and employers.
Further reading: The candidate experience impacts your company’s reputation. Read more about it here: “The Power of Candidate Experience: Enhancing Recruitment Success” on Forbes.
Watch: Check out this brilliant TED Talk – “What I Learned from 100 Days of Rejection” by Jia Jiang – where Jiang trained himself to handle the pain and embarrassment of rejection. He discovered that simply asking can yield surprising results and free you from the fear of hearing ‘no’.
