You have gathered a ton of experience at big-name companies.
You finished top of your class and have stellar references.
You have in-demand technical skills.
Your previous job matches the new job description perfectly.
So, why aren’t you seeing results?
As hiring managers, we don’t just look for whether someone can do the job. Looking right on paper is only the first step to getting in the room. What we’re really looking for is if you’re the person who can solve our client’s key problem.
A person with less experience but is better at communicating that experience will get considered over you.
Passion and persuasion are absolutely key to the business of getting hired. We aren’t just looking for relevant experience, we are looking for someone who absolutely wants the job.
“Strongest” can mean different things to different hiring managers
People who are looking to hire talent quickly will often look for the most directly relevant experience. So, if the job posted has a tight deadline, make sure you fit at least 90% of their requirements.
Hiring managers for technical roles will want to hear from people who have worked in that niche and understand its problems.
For these roles, there might be little you can do to sway the recruiters. But on many other occasions, strong candidates may lose out to candidates who can tell their story more clearly and effectively. The good news is that you can absolutely maximise your chances here.
Why hiring managers reject qualified candidates
Sometimes, candidates who fit the role might not see a need to work on their CV and cover letter. This is their first big mistake! By not demonstrating evidence of their skills, they are in danger of hiring managers overlooking them.
Don’t assume that we can read between the lines of your CV! Tell us how your responsibilities fit our job spec with examples and results. Otherwise, the hiring manager might think you haven’t researched the role, or wonder what your motivation for moving is.
Recruitment consultants get hundreds of applications a day, so give them zero reasons to cast your application aside!
Communication can be everything
If you have reached the interview stage, your interpersonal skills will be crucial. Your skills and application got you into the room, and you are 80% towards getting the job. This is the moment to persuade your interviewer of the remaining 20%.
Recruitment consultants are highly selective, and they won’t put forward candidates who they don’t think are up to the task. At the interview, then, interviewers will be paying close attention to the people who:
- can communicate the most clearly,
- seems like they would be pleasant to work with,
- comes prepared, and
- understands the business problems faced by the company and how to solve them.
How you can improve your chances
It is tempting to wonder if something about your CV or interview approach might be putting off the interviewers. If you have repeatedly lost out at the same stage of the process, this could be a useful clue:
- If your application is rejected, reconsider how you position yourself in your cover letter.
- If you are rejected after the first interview, work on your communication skills and prioritise interview preparation.
- If you are rejected at the final interview, you’re likely doing everything right but another candidate edged through! If this keeps happening, research all you can about the company. Make the conversation about them, and how excited you are to take on the role.
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Being the most qualified and being the strongest candidate for the hiring process in question aren’t always the same! There are so many reasons for choosing one candidate over another, from budget through a change in hiring managers to changes in role requirements after the interview process started.
If you’re looking for your next role and struggling to get ahead, get in touch! We are always on the lookout for talented candidates. With our decades of experience in hiring for London’s finance and banking firms, we can help you get ahead.