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Why Candidates Get Rejected: Key Insights from a Senior Recruiter

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The recruitment industry has changed significantly over the last few years, especially since the pandemic. With flexible working arrangements and employees focusing much more on work-life balance, iGaming companies must consider many factors when recruiting new team members.

In today’s competitive job market, understanding the reasons behind interview rejections is essential for both candidates and employers. For candidates, it’s a chance to learn from mistakes that might stop them from getting their desired job. For companies, it’s an opportunity to improve the hiring process and make it more effective.

During my career as a recruiter, I have conducted over 2,500 interviews and developed a reliable method for screening resumes and LinkedIn profiles, which helps candidates move forward to the next stages.

At our company, we have set clear deadlines for providing feedback to candidates — usually 2–3 business days. Occasionally, we may take more time to give feedback, but these cases are related to specific situations. I believe that it’s important to provide fast feedback: this not only helps build a stronger relationship with the interviewee but also reflects much better on your brand. After all, there’s nothing worse than waiting a long time for a response!

At Growe, we use a personalized approach to feedback. We send messages via Telegram, WhatsApp, or LinkedIn, depending on the candidate’s preference. We believe that reaching out in a way that works best for them builds stronger connections and enhances their experience with our brand. We also use automated emails, which are mainly reserved for the resume screening phase to help manage the high volume of applications we receive.

Additionally, there are situations where it becomes clear within the first 20–30 minutes of an interview that we won’t be able to offer the candidate a role. In such cases, I prefer to have an honest and constructive conversation, explaining the reasons for rejection, rather than sending a standard email.

Here are the key reasons I often encounter that leads me to conclude the recruitment process during the interview:

1. Misalignment with Company Values: If a candidate displays rudeness, uses inappropriate language, or expresses dissatisfaction in a disrespectful manner, it signals a lack of interest in the role and misalignment with our company values. We want our team to reflect the key principles that Growe stands for, as our employees are the real brand ambassadors of our company. In cases where a potential candidate doesn’t reflect these values, I clarify that we seek professionals who share our values and can thrive in our team. If that isn’t the case, I suggest concluding the conversation positively, thanking them for their time.

2. Insufficient English Language Proficiency: If a candidate’s stated language skills are lower than required for the position, I explain the importance of language proficiency for fulfilling job responsibilities and effective teamwork. In our team, everyone must be able to communicate with other internal members and external partners. In the global iGaming industry, Growe regularly works with teams worldwide therefore, effective communication and collaboration are key.

3. Notice Period Conflicts: Sometimes, teams cannot wait 2–3 months for a candidate to join due to urgent tasks. This timeframe often becomes a crucial factor, as project timelines may not allow delays. For the iGaming industry, projects often have to be executed very quickly — after all, we need to be able to maintain a competitive edge. Delays in this may impact our market position.

4. Changes in Candidate Location: If a candidate initially indicates a suitable location in their resume but later mentions a relocation during the interview, it can halt the process. While we value flexibility, if the candidate’s new location does not meet the role’s requirements, I respectfully clarify this necessity.

5. Misalignment of Job Responsibilities with Candidate Interests: Occasionally, candidates with significant experience realize that the proposed tasks do not align with their interests or career goals. In such cases, It’s essential to discuss their expectations and, if possible, offer alternative options within the company or other areas. If not, we can still stay in touch for future opportunities. It is important to understand that the interview process is as much for the employer as it is for the employee: this allows employees to better understand the company’s culture and whether it is a ‘right fit’ for them.

6. Mismatch between Salary Expectations and Budget: When a candidate’s salary expectations exceed the budget by 40–50%, and adherence to that budget is critical for the project, I address this transparently. We discuss potential alternatives, and if we can’t reach an agreement, I ensure we stay connected for future opportunities. This approach helps maintain positive relationships and opens doors for future collaboration.

I believe transparency and honesty are the cornerstones of building trust with candidates. It is not a ‘nice to have’, it’s absolutely essential. When it’s clear that the role is not the right fit for the candidate, I prefer not to delay the rejection. It is imperative to focus on open and honest discussions with the job applicant to help clarify the situation and allow them to understand the discrepancies. This approach is far more constructive than standard responses like, “You’re a great professional, but we chose someone else,” which provides no valuable feedback.

While rejection during an interview is rarely met with positive emotions, clear and professional feedback fosters trust and improves the quality of future interactions. And who knows, there may be a better-suited role further down the line!

October 30, 2024

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