Its better to be rejected for what you are rather than to be selected for what you are not.
This is the bottom line of all interviews that you give. A offer letter is not the measure of a successful interview, the process is to find a right fit of the job and the candidate. Following are few factors that an employer look in a candidate :
1. Does the candidate meets the qualification criteria i.e is he/she is overqualified or under qualified or sufficiently qualified. Many companies prefer not to higher rankholders or first attempt passouts, the reason, is not their ability, but the ability of company to justify the resources.
2. How exactly a candidate fit into the profile being offered : Each profile has a different set of requirement in terms of knowledge, working hours, interaction, interpersonal skills, traveling, relocation, growth etc. A job requiring frequent transfers or frequent travels, will be offered to bachelors since they have less of family responsibilities.
3. Will the candidate be able to adapt to working culture. Like a person having worked in a process oriented company will be difficult to adjust in person oriented company and vice versa. Thus most of the time we face find it difficult in switching industries. For Ex. In IT industry people from all sectors join, but it is rare for IT industry professionals to find room in manufacturing or banking.
4. Will the candidate be stable. A dynamic candidate, no matter how good at work, will not be stable in static profile. The personal situation of the candidate, also help in determining the stability of candidate.
5. Will the candidate actually join : At the time of interview mostly candidates agrees to most of the asks, however, on closer scrutiny they find the option nonviable, thus such offers candidates rejects the offer post obtaining offer letter, this leads to long delays in recruitment process. To avoid such things interviewer themselves makes the assessment of the practicality of the situation.
6. Will the company offer adequate compensation : The compensation being offered, will it be exciting enough for the resource to join and continue.
All these points are being closely evaluated by interviewer, while deciding. Thus a offer goes to most suitable candidate and not the best candidate.
If one evaluate above reasons and the interviews being faced by them, they will surely find some of the above circumstances coming in their way of getting offer letter. Thus, one should not be dishearten about not getting offer letter, may be the company found you overqualified for the open position.
Simply speaking not qualifying a interview should not always be interpreted as lack of ability, rather should be evaluated as mismatch of expectations.
This is the bottom line of all interviews that you give. A offer letter is not the measure of a successful interview, the process is to find a right fit of the job and the candidate. Following are few factors that an employer look in a candidate :
1. Does the candidate meets the qualification criteria i.e is he/she is overqualified or under qualified or sufficiently qualified. Many companies prefer not to higher rankholders or first attempt passouts, the reason, is not their ability, but the ability of company to justify the resources.
2. How exactly a candidate fit into the profile being offered : Each profile has a different set of requirement in terms of knowledge, working hours, interaction, interpersonal skills, traveling, relocation, growth etc. A job requiring frequent transfers or frequent travels, will be offered to bachelors since they have less of family responsibilities.
3. Will the candidate be able to adapt to working culture. Like a person having worked in a process oriented company will be difficult to adjust in person oriented company and vice versa. Thus most of the time we face find it difficult in switching industries. For Ex. In IT industry people from all sectors join, but it is rare for IT industry professionals to find room in manufacturing or banking.
4. Will the candidate be stable. A dynamic candidate, no matter how good at work, will not be stable in static profile. The personal situation of the candidate, also help in determining the stability of candidate.
5. Will the candidate actually join : At the time of interview mostly candidates agrees to most of the asks, however, on closer scrutiny they find the option nonviable, thus such offers candidates rejects the offer post obtaining offer letter, this leads to long delays in recruitment process. To avoid such things interviewer themselves makes the assessment of the practicality of the situation.
6. Will the company offer adequate compensation : The compensation being offered, will it be exciting enough for the resource to join and continue.
All these points are being closely evaluated by interviewer, while deciding. Thus a offer goes to most suitable candidate and not the best candidate.
If one evaluate above reasons and the interviews being faced by them, they will surely find some of the above circumstances coming in their way of getting offer letter. Thus, one should not be dishearten about not getting offer letter, may be the company found you overqualified for the open position.
Simply speaking not qualifying a interview should not always be interpreted as lack of ability, rather should be evaluated as mismatch of expectations.
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