Selection and result

Workplaces differ on how and when they communicate the outcome of job applications and interviews to candidates. Typically, workplaces provide information at the point of applying to guide and manage expectations, and once again immediately after the interview. The number of applications for posts varies immensely, as do the number of people being interviewed, so additional time might be needed to process and select candidates.

Whilst you may want to avoid contacting the employer unnecessarily or prematurely, it might be an idea to contact them if you haven’t heard back after two to three weeks of applying or interviewing, unless you have been informed of longer timeframes.

It is common for organisations not to contact unsuccessful applicants especially at the first stage of submitting applications. You are more likely to be contacted if unsuccessful at the next stage following the interview.

After an interview most people analyse their performance for various reasons, one of them being to identify positive and negative signs indicating the likely outcome of the interview. It is important to keep in mind that the way you interpret your interview will be from your perspective, which can vary depending on your mood, previous experiences, thoughts, and feelings.

It is very difficult and can be unhelpful to predict whether you got the job or not. Some people get hired despite thinking their interview went poorly, whilst some people don’t get hired when they thought the interview went well. It is probably best to keep an open mind as to the outcome until you receive a response because ultimately, you are not making the decision.

As you can imagine, there are a multitude of reasons why people are unsuccessful during the recruitment process, and it can be a combination of some of the factors listed below:

• Application/CV: Applications and CVs need to stand out and be strong, concise, and carefully written focusing on relevant experience, skills and qualifications that meet the requirements of the role. If it is too generic, confusing, too detailed, too short, or grammatically incorrect, it could reduce your chances of being selected.

• Qualifications: You might be considered under or overqualified for the role, or your qualifications might not suit the role. If a qualification is marked as essential in the job description, candidates without them are unlikely to go through to the interview stage. If you do not meet the qualifications required, it is worth addressing this in your application or covering letter/email to ensure recruitment are on the same page. For example, you might be changing career path, looking to reduce your hours, take on more responsibility, develop other skills, etc.

• Experience: Similar to qualifications, it could be that your experiences are not considered relevant to the role being applied for. Perhaps there are other candidates who are more experienced, carried out a similar role before, etc.

• Personal: This could relate to how you come across in the application and interview stage and could be a range of different reasons such as: not appearing to be motivated or interested, being too formal, too casual, have an untidy appearance, lack interpersonal or communication skills, provide vague or confusing responses, be regarded as not a good fit in terms of communication style or team dynamics, etc.

• Performance: If you failed to complete or misunderstood an interview task, you may be unsuccessful.

Another aspect which can determine the success of applications and interviews is the employer’s preferences and perceptions. Whilst decisions around candidates should be based on a scoring system to identify suitability for the role, there might be biases or other more personal considerations that are beyond your control.

Suffice to say that applicants are always considered alongside others who may be regarded as a better fit. Being unsuccessful often leads to introspection as to what you may have done wrong or could have done better, but it is important to retain a balanced view.

No matter how well you performed, you are competing with others.

You can find more information on Indeed’s website

It is important to keep in mind that everyone experiences unsuccessful applications, so try not to be hard on yourself when wondering why you weren’t selected. There are numerous factors taken into consideration throughout the application process as per the answer above, but some are beyond your control such as:

• High unemployment: The number of unemployed people in the UK is well over a million, so the competition for vacancies can be extremely high.
• Saturated markets: Certain roles and sectors attract a higher number of applicants such as retail, fitness, technology, etc. There are also seasonal trends. For example, pre-Christmas retail can be a busy recruitment time.
• Internal factors: This covers a range of issues that the organisation is having to contend with such as budget cuts, redeployment, redundancies, internal candidates.

As you can see from above, there are a multitude of factors that could influence the decision-making process, some of which are beyond your control, and you may not gain a clear understanding of the nuances if and when feedback is provided.

Some applicants may choose not to respond to letters or emails where they have been unsuccessful, but it is more courteous to send an acknowledgement. It is important to firstly thank recruiters for the opportunity, showing them that you were committed to your application and appreciative of their time and consideration.

Whilst you might be disappointed, it would probably be best not to articulate that, and instead show acceptance of the decision. Requesting feedback can help you understand the reasons behind their decision and could help improve your future applications, interviews, and work tests. If you do request feedback, you could start by saying why feedback is important to you, so the recruiter understands your motivation to shape their response.

For example, “it would be so helpful if you could provide some feedback about my interview, so that I can absorb this for future opportunities;” or, “I am always looking for ways to improve myself and would really appreciate some feedback.”

Absolutely, feedback is not only a reasonable request, but it can also be beneficial. Generally, candidates seek feedback following an interview and not after an application, but there is no harm in asking at any stage. If you don’t get a response from your request at the application stage, it is probably not worth following up any further.

Contacting the recruiter/employer within 24 hours of receiving the outcome email, letter, or call would help to ensure a response as they recently made the decision, and it will also show how proactive you are. Whatever feedback you are provided, you could acknowledge and thank them for taking the time.

Even if you disagree with the feedback, it would probably be best not to go back and question or disagree with it, unless there has been a mistake or injustice. What you do with the feedback in terms of informing future applications or interviews is entirely your choice. The feedback may highlight certain aspects that you could strengthen and build on to empower you for the next application.

This is very much an individual choice. Financial pressures may dictate to some extent how soon you apply for a job. It will also depend on the job opportunities being available. It is important to take stock following an unsuccessful application or interview so that you can understand and refine anything which may increase your chances of success.

Equally important is the need to look after yourself before launching back into another application. Some time out from applying may provide you with a different perspective, another avenue to explore such as training or volunteering and will provide you with the mental space to restore.

It can be difficult to maintain motivation and emotional resilience to continue job hunting despite numerous rejections. It is important to take time to reflect following an unsuccessful application or interview, so that you can absorb anything significant that may shape your future applications. It is good to keep in mind there are many factors contributing to an unsuccessful application or interview.

Whilst some self-assessment about your performance will support your development and growth, it is also important to restore your energy and look after your wellbeing. If your situation allows, consider taking a break of a few days before your next application. The whole process can be draining and deflating, so taking time out will help to restore your commitment to applying.

Build in moments for self-care, such as taking a relaxing walk to change the scenery or getting stuck into your hobby. It is important to reward your efforts, regardless of whether you are successful. Recalibrate your inner critic so that you are focusing on your achievements and areas for learning and growth.