It’s a question we’ve all asked ourselves at one point or another: why don’t we always hire the best candidates? After all, shouldn’t that be the goal?
Unfortunately, it’s not always that simple. In many cases, there are other factors at play that can impact a company’s decision-making process. Here, we asked recruiters to explain some of the reasons why the best candidate doesn’t always get the job.
These are the most common reasons:
- Network and introductions
- The hiring manager’s personal preferences
- The candidate’s cultural fit
- Focusing too much on yourself
- Asking Inappropriate Questions
- Accomplishments
- Previous employer
- Resume
- Cover letter
- Contact information
- You are overqualified
- Internal candidates
Let’s get more in-depth!
1. Network and introductions
We all know the saying, “It’s not what you know, it’s who you know.”
And when it comes to job hunting, that adage rings particularly true. Just ask any seasoned recruiter and they’ll tell you: a great resume and top-notch qualifications are only part of the equation when it comes to landing your dream job.
At the end of the day, it’s often who you know (and who knows you) that will make or break your job search. So if you’re wondering why you didn’t get that job you really wanted, even though you had all the right qualifications, it could be because you weren’t connected to the right people.
This doesn’t mean that you should give up hope if you don’t have a lot of connections.
There are plenty of other factors that come into play when it comes to hiring, and there are ways to make yourself more attractive to employers even if you don’t know anyone in the industry. But it’s important to be aware of the role that connections play in the hiring process, so you can be strategic about making them.
2. The hiring manager’s personal preferences
One of the most common reasons why the best candidate isn’t always hired is because of the hiring manager’s personal preferences. Hiring managers are also humans, and humans are often biased.
Hence, recruiters will, subconsciously, prefer a candidate who seems similar to them, or who fits their subjective ideals.
Since these biases are subconscious, avoiding them can be difficult, and it’s something candidates don’t have much control over. But if companies are aware of them, they can take steps to mitigate their impact. That’s why having multiple hiring managers involved in the interviews is actually better for you than you may think.
Additional read: Hiring Bias – How to Make Unbiased Hiring Decisions
3. The candidate’s cultural fit
Another reason why the best candidate might not get the job is because of their cultural fit.
“Companies want to hire candidates who will mesh well with their existing employees and company culture,” says recruiter Amanda Augustine. “So even if a candidate is technically the best person for the job, they might not be offered the position if it’s determined that they wouldn’t be a good fit.”
Companies take the time to clearly define their desired culture and what type of candidates would be a good fit. This will help to ensure that everyone involved in the hiring process is on the same page and looking for the same thing.
Ensure to study the company’s culture before you apply.
Additional reads:
Employment Personality Test [Complete Guide]
26 Executive Interview Questions to Ask (Leadership & Culture Fit)
4. Focusing too much on yourself
Chances are, you’re applying for a specific opportunity because it’s a perfect fit for your lifestyle. You might be able to take your kids to school or pick them up, continue on with your weekend social life, or other activities you might have to give up, otherwise.
While this is a great thing for you, the hiring manager doesn’t necessarily want to hear about that. They’re more concerned with how good of a fit you are for them. The focus should be more on why you’re a good candidate for the position, not how the position is a good fit for you.
5. Asking Inappropriate Questions
It’s always important to ask questions during an interview. Inquiring about information that is considered inappropriate can seem negative.
Refrain from questioning the following:
- What are vacation benefits like?
- Where will my office be?
- How much sick time is offered?
- Is personal time an option?
- How much will I be compensated?
Pushing for this type of information can seem like you’re in it only for compensation and benefits. If you’re a great fit for the position, you’ll be offered a deal where details like these will be included.
It’s best to wait until then to discuss them.
6. Accomplishments
You might not keep track of things that you’ve done over the course of your past few jobs, but potential bosses want to know what you’ve done previously. Your accomplishments are important. Keep track of them and list each one on your resume.
However, don’t go overboard: There is such a thing as having too much of a good thing. When your resume is overflowing with accomplishments, it can actually work against you.
Here’s why:
- It makes you look overqualified: This is especially true if the majority of their accomplishments are from previous roles that w