Decoding the 'No': Unraveling the Mystery of Job Application Rejections

Why were you rejected for the job you applied for?

Every recruiter shortlists candidates for the client. That is a positive way of saying, that every recruiter must reject candidates. One of the complaints we used to hear from hospitality professionals was that no-one reverts on the applications. No one lets them know what is happening. We tried to change that. We actively let an applicant know if we are not moving ahead with the profile. However, this brings in a new challenge, which maybe the reason why others do not revert.

Angry Applicants.

Responses range from 1 star ratings on google reviews, to angry emails and whatsapps. "Why? What is missing? Why?????!!! I have all the qualifications, I am experienced, what are you wanting?" or some versions of that which are worse.

First, since we are all from the industry and have worked on the shop floor, angry guests are not that big a problem to handle; we are pretty good at it actually. So, this post is not about that.

After the anger subsides, people want a resolution. They want to know the exact reason for the rejection. Hence this post.

To make sure this post is a complete, we asked AI to make a comprehensive list of reasons, and it spewed out 100. check the list here.

The obvious reasons (lack of experience, knowledge, skills, attitude) aside, what else could it be? The question becomes even more important if you are able to tick mark everything on the list mentioned in the job listing.

Well, here is where the divergence lies. The public job listing, is the start of the search. Think of it as a sieve. It serves to remove applicants from the process. Technical term 'Screen Candidates'. A junior resource or AI could do this step pretty well and most do. Screen Reject is there to make sure that senior recruiters need not waste time.

This list of attributes is made along with the client. Generally this is a list of attributes that are non-negotiable. Called 'Minimum Requirements' or 'Must Haves' e.g. education. For a CFO position, a company may simply make CA as the minimum requirement. It does not matter if someone with fabulous work experience appears on the recruiters radar, if that candidate is not a CA, it is a Screen Reject.

Every client will have a set of minimum requirements. These can and are usually written into job posts that you can read through before applying. Some other examples include, knowledge of a particular software, exposure to certain markets, prior experience in similar properties etc. Rarely will a client entertain a profile that does not tick mark these attributes. You need a brave recruiter and a very open minded client for that scenario.

So, lets say you do fulfill all the 'Must Haves', why were you rejected then?

Think of every job in the following format:

MUST HAVE - a,b,c

SHOULD NOT - 1,2,3

AWESOME IF - x,y,z

The 'Should Not' is usually not spelt out in the job post, for obvious reasons. The 'whys' on social media would be crazy! Here's an example: 'Should not be from the city where the hotel is located'. A client may have many such attributes, that are shared with the Recruiter. These are also used to Screen Reject candidates, but cannot be mentioned to the candidates as reason for rejection.

The last list of attributes, the AWESOME IFs are the ones that actually gets you selected. These are attributes that the client is looking for and more boxes you can tick, higher the chances. AWESOME IFs are generally a wish list. Based on what the client feels is best for their business, at this point in time, they create a mythical creature who can do it all!

A client may for example start with, 'We are looking for someone who can manage the hotel', and then it they will add 'a sales background would be preferred and some revenue management exposure, and maybe some chef experience in life, and has international exposure, and worked in an entrepreneurial set up'. Anything else, a recruiter might ask, and they continue 'Would be great if they know a lot of influencers, or have 100K followers themselves. Of course, if they speak 10 different languages it would be awesome. And, oh, almost forgot, Chairperson would love a Physics graduate"

As a recruiter, one of our key jobs is to work with the client to pare these expectations and requirements to what is feasible(So in the above example, we would get on a call with the Chairperson), but like everyone else, a client can dream, right? Every client, irrespective of market segment and product/service has the desire to find the perfect solution. We all want it all.

While some of these are listed in job posts, not all can be. A recruiter will decide which attributes should be listed on the job post, to get the maximum responses from profiles she feels could make the cut. Once the profiles come in, only then can she decide which ones suit her client needs the best.

There is then the question of 'good fit'. This is a feeling, based on the recruiter's knowledge of the client and your profile. Remember, we are still talking about screening applicants from the resumes / profiles received. We aren't talking about rejections after the interview etc.

Here comes the big gap: Recruiter Awareness. Does the recruiter know that your last property was ranked no 1 on trip advisor? or that you have been part of three hotel opening teams? or that you were part of the team that set up the revenue management function in your company? so on and so forth.

It comes down to your profile. Are you just listing your titles, dates and company names, are you creating a profile that lets the recruiter know you better? Are you using the cover letter effectively? Are you making sure, all relevant information is shared? Are you making it easier for the recruiter to Shortlist you?

If you are, and you are still rejected, here is what you need to do. Ask. Reach out politely, remember you are a professional and this is a small world. You will most likely apply to the same recruiter again in the future.

Here's a sample email you can use:

Subject: Follow-up on [Position Name] Application

Dear [Recruiter's Name],

I hope this email finds you well. I recently received notification that I was not selected for the [Position Name] role at [Company Name]. While I'm disappointed, I'm grateful for the opportunity to have been considered.

I'm writing to kindly request any feedback you might be able to provide regarding my application or interview. I'm always looking to improve and would greatly appreciate any insights that could help me in my future job search.

Thank you again for your time and consideration throughout this process. I remain enthusiastic about [Company Name] and would welcome the opportunity to be considered for any suitable positions that may arise in the future.

Best regards,

[Your Name]

If you get a response wonderful. If the recruiter invites you for a call, take the call, take the feedback, but if you do not hear from them, let it go. This is not personal, it just wasn't a good fit.

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