Securing a job interview is just the first step in presenting yourself to a potential employer. Candidates are now expected to go through many interviews, not only with the direct hiring manager, but also with skip-level managers, key stakeholders and even potential business clients.
Despite all this effort, you may not get the job – although it’s possible that it was for a reason beyond your control and has nothing to do with your credentials or abilities.
To start with, there may have been an internal promotion, as it’s often easier for companies to offer an opening to an existing employee who already has a good grasp of their products or services, structure, and way of doing things.
According to many senior executives, one of the more popular reasons that applicants aren’t hired is that a candidate was referred internally.
You could also be a victim of cost control, which is subtly embedded in the hiring practices for many companies. While employers generally expect a lot from candidates, and consider the immediate benefits they can bring to the business, some seem too focused on the idea of “value for money”.
Quite often, jobs disappear or roles change, especially in the recently volatile market, where company restructuring and headcount streamlining have become common.
Companies may even decide to axe a role just to see whether a team can manage the workload.
With change being the only real constant in business these days, hiring managers can also be switched and the focus of a talent search can be redefined at the last minute, which may cause all applications to be declined.
This article appeared in the Classified Post print edition as It's not you, it's me.