We must have heard several times from those around us that someone attended interview in an organization, and got rejected. That engendered a feeling of dejection in the candidate. While the candidate was still trying to figure out the interview questions, which he might have answered wrongly, the people close to him were trying their level best to console him using most soothing and encouraging words. However, no one ever thought of jolting the candidate out of this astonishment by saying, “it’s not a rejection but just a lack of consensus.”

Being a recruiter, I observed that the unsuccessful interview cases has been higher in number than the successful ones. My experience increased, and with that strengthened the notion that except in a few cases, most of so-called ‘rejected’ cases should actually be termed as cases with ‘lack of consensus’. I really despise the term ‘rejected’ because using that word demeans the candidate’s qualities and skills.

The mutual questions and answers round that ensue between the recruiter and candidate has only one aim that is, to explore if they can work together as a team by fulfilling each others’ professional and personal requirements. If they both can reach a consensus (or agreement), it’s a done deal. In other cases, all we can say is that it just didn’t work out. Even if it could not be worked out due to the candidate’s inferior technical or communication skills, it simply meant that the candidate is needed to hone the skills so he or she can re-apply to this organization.

Having said all that, there are a few situations in which the candidate actually gets ‘rejected’. Rejections always happen for the acts of interviewees, which are unacceptable by professional or personal standards. Most of such actions can be comprehensively distributed among the top 5 categories listed below:

Misconduct or misbehavior: I remember a candidate, who reached earlier than the allotted interview time, and started badgering the receptionist to arrange his interview earlier than the given time, because he had to leave urgently. All the candidates were already informed that there could be delays. I did interview him, but for me it was actually over even before it started. There are more cases where candidate misbehaved with receptionist, recruiter, coordinator, or in most daring cases, even with the hiring authority. The reasons varied; ranging from time issues to candidate ending up using cuss words during interview. Misbehavior demonstrates and reflects on bad upbringing and negative attitude, which can never be acceptable in any interview.

Negative body language: In most of the interview processes, several questions are repeated in various forms by different interviewers to make sure that the candidate answered all the questions truthfully. Some of the candidates get piqued by this process, and a few even start banging the tables out of sheer displeasure. Hiring is associated with big risks. A recruiter, like a cautious buyer, has the right to repeatedly confirm the product’s quality, before he finally makes up the mind to buy it. Other negative body gestures include gestures that show lack of; energy and positive aggression; empathy; confidence; understanding; calmness; and politeness.

Lies or fraudulent behavior: Lies and frauds are criminal offenses that can never be spared, and may end up ruining a candidate’s career. Once a candidate forged the salary details to get a better offer from the recruiting organization. However, he wrongly assumed that the recruiter did not have any link with the HR of his present company. In reality, the recruiter previously worked with his current organization, and was well aware that no such letter could ever be issued by that company. The candidate lost the offer, of course, but also lost his present job, . Forging the employment tenures, profile descriptions, education details, and salary certificates, are all included in fraudulent activities.

Boastfulness: Some candidates think that if they boast about their personal relationship with the CEO of the company, it will help them to get selected. However, they fail to realize that once a CEO steps into his company premises, he means only business, and every decision that he makes must be profit-oriented. Secondly, boasting about performance, while it was just average or above average, does not help either. Boasting may impress the recruiter, but the impression would be ephemeral as the reality will come out in a reference check.

Greed or being unreasonable: Last, but the most important reason of rejection is being too greedy or unreasonable. It’s a fact that candidate wants to extract the most, while recruiter aims to save most. Between this tug of war, there exists a line of reality, where both must coincide. This could never happen if either of them was unreasonably far from this line of reality. Recruiters are largely driven by the organizational benchmarks. They are aware about the prevailing market standards. Usually the job aspirants, when it comes to salary expectations, are unreasonable. Salary expectations beyond reasonable limits, coupled with rigidity, causes rejection.

Reasons could be more, however, upon closer analysis, most would fall under one of the above mentioned categories. If nothing mentioned above happened during your interview, then you can be rest assured that the interviewer carried a pleasant image of you, and might call when something more suitable as per your profile and skill set comes up.

If rejection was the verdict in any of the interviews that you appeared for, just check the list above to ensure that you did not make any mistake listed above. If not, then be confident that you were not rejected; it could not be worked out just because of ‘lack of consensus’.

Good Luck!

Vaibhav Gupta

Author's Bio: 

Vaibhav Gupta is the founder and owner of the blog www.howtocrackaninterview.com. After attaining a Masters degree in Business Administration from Leeds Business School, United Kingdom, his entrepreneurial spirit inspired him to start, Oxygen Consultancy Services, a New Delhi based leading executive search and recruitment firm. The firm has been recruiting for global Banking, Insurance, Automotive, FMCG, Accounting, Research, and Consulting organizations including HDFC Bank, Standard Chartered Bank, ICICI Prudential Life Insurance Company, Hyundai Motors India Ltd, Nestle India Ltd., Ernst and Young, The Smart Cube India Pvt. Ltd., GE Business India Services and KPMG. The firm has been extremely instrumental in hiring across all levels and business verticals.

Vaibhav has personally managed more than 10000 Interview cases in a period of 10 years and has also been a part of campus placement teams with many companies like ICICI Prudential Life Insurance.

He is also a visiting faculty to the most prestigious institutions like Institute of Chartered Accountants of India (ICAI).

To provide online comprehensive information on the Interview Process and its basic nuances, he started this blog www.howtocrackaninterview.com in which he has tried to provide an extremely broad and detailed spectrum of information regarding the interview process through highly interactive videos.

He has also authored the best seller book Job Winning Answers, which is professionally researched compilation of 105 Trickiest Interview Questions and Answers.