Why am I not being hired? The harsh reality that you need to know. Will they hire Do not hire despite experience

If you say to yourself: “I can’t get a job,” it’s worth understanding the reasons so that you finally find a decent place.

Psychologists in vocational guidance often encounter a similar problem and give effective advice on how to solve it.

How do you deal with anxiety on your first day at a new job? will help you.

What are the reasons?

Why can't you get a job?

Why are they not hiring or why no luck with work?

There are many reasons why you can't find a decent place, starting with a banal lack of experience and ending with your personal qualities.

How are you looking for a job?

Do you visit those places?

Do you consider your abilities?

And do you really have the motivation to find a good place with decent pay?

It's worth asking yourself these questions to find the root cause of failures.

The main reasons why they do not hire:

Perhaps you are constantly go to different interviews, but they refuse you, they promise to call you back and do not call back.

This also has its reasons, and by removing them, you can finally find a suitable place.

Why are they not hiring?

Having learned reasons for failure and by adjusting your approach to finding a job, you will find a suitable job much faster.

What do you do if you can't get a job? To begin with, you should carefully study and understand the reasons why this happens.

Do not be afraid to realistically assess yourself and your strengths. Adequate is the first step to success.

If you can’t decide on the choice of specialty yourself, go to a psychologist working in the direction of career guidance, pass special tests to identify abilities.

What to do:

Basic Rules

Job search - it is a constant movement.

Stop being afraid of rejection - it is likely that this is not your company and fate took you away from an inappropriate position.

Schedule your interviews. Imagine that you need to ask a potential employer. Practice answering questions - have someone help you with this.

Necessarily find out something about the company where you go for an interview. Large organizations will certainly ask if you know where you are. Your interest in potential employers indicates that you are serious about interviewing, choosing your job carefully.

At the interview, it is important to prove yourself, to show that you are the best among the candidates presented. Pay attention to what you are wearing, what hairstyle you have, the smell.

Women a business suit, a skirt with a simple blouse, a minimum of jewelry and no strong perfume smell will do. men It's better to come in a suit.

Exception- companies with a creative focus, where, on the contrary, free style is welcomed. That is why you should find out in advance which company you are going to and what dress code it has.

Basic Rules:

Finding a job is often a lottery, but luck favors those who do not give up and boldly go to their goal.

If you know what you want then you will surely find the right one even if it takes some time.

Reasons for not hiring:

30.03.2017 05:56

Rejections are always unpleasant, but if you are actively looking for a job, you can’t do without them. Another thing is the reason for the negative answer. It, of course, according to labor legislation, must be justified and cannot but be connected with the labor qualities of the candidate. But the domestic culture of recruitment is such that the vague “you are not suitable for us” is enough even for an annoying applicant - it is not customary to name arguments. How to clarify them.

Although, you see, many reasons can be hidden under the refusal - from the inconsistency of education to dirty shoes at the interview. All these questions are purely individual - no one except the recruiter himself will be able to name the reason why you were not hired. We suggest that you familiarize yourself with the ten most common reasons according to Careerist.ru, so that they do not cause at least your failure.

1. Experience

As obvious as it may seem, experience is the most common reason for refusing a job. Moreover, both its deficiency and its excess. Personal ambitions are, of course, good, but when a young applicant tries to hide his own incompetence behind them, this will not lead to a positive result under any circumstances. And it's not about experience at all - if an employer needs a lawyer with experience in business negotiations, a former assistant notary or, say, a secretary with a legal education, is hardly suitable for him. When there is more experience than the job requires, there can be a refusal ... but what, in fact, does it matter, if there is more experience, then you deserve more!

2. Non-compliance with the requirements in the vacancy

This reason will haunt all those who, in an attempt to find at least some work, sends out their resume to everyone whose vacancies correspond in the slightest degree to the desires of the candidate. “I don’t care that the education is not suitable or the qualifications are significantly lower, but I am ready to study ...”. Unfortunately, employers do not need interns, but ready-made specialists. Of course, there can be much more responses to resumes and invitations to interviews. - mass mailing does its job. But inconsistency with the requirements of the vacancy, be it professional, personal qualities or a banal age, reduces the chances of success. Although, if you were not weeded out at the resume stage, then ... what the hell is not joking!

3. Not punctual

Late for an interview - consider that you have already been refused. The only thing that will save is a super-objective and important reason for being late, like saving a mother of many children from a pack of rabid dogs or saving a baby from a fire. But even they can not help - 4 out of 5 recruiters will refuse to interview you without even listening to the reasons for your being late. Like, since I didn’t have time, it means that I’m not motivated enough, the work is not so much needed, and in general, I will still be constantly late for work. So try to always arrive early - in case someone is late, and you will be able to take his place ...

4. Appearance

The appearance of a candidate for employment must ALWAYS correspond to the status of the employing company. Well, if he, of course, wants to find a job. The traditional form of clothing should be business attire, an interview is a formal meeting, but they meet, as they say, by clothes. Therefore, a neat appearance can be the foundation of a successful passage and one of the central selection criteria. Dirty shoes, an unironed shirt, the bad smell of yesterday's fun, week-long stubble… all this will definitely alienate the recruiter, leaving you not even the slightest chance to win due to excellent competencies - corporate culture "decides". But do not overdo it: you should not wear a formal suit when applying for a job in a supermarket or design studio.

5. Lying on a resume

Although it never works, young candidates continue to distort the information in the resume, trying to present themselves to the employer in the best possible light. This does not work for at least two reasons: 1) professional HRs have long been engaged in the selection of resumes, who, imagine, understand recruitment (even despite their young age, large breasts and an iPhone), and can understand where lies and where truth; 2) each of the selected resumes is subjected to a thorough check, including by calling former employers for recommendations. There, everything secret will definitely become clear. Well, overestimating your competencies, length of service, or the results of work in the past place, as you understand, is not the best way to make a good impression.

6. “Why did you leave your previous job?”

The answer to this question has always tormented the most persistent candidates. It is asked in 99% of interviews. Yes, this is a real test of strength, especially when you consider that the recruiter could already have phoned the employer and found out the true reason for leaving. Of course, it’s not a fact that the previous employer told the truth, but if his version of your departure had a negative connotation, then the best choice would be to talk about the conflict with the employer. But the majority do not follow this path, blindly following stereotyped formats, such as “I have reached the career limit”, “I was not satisfied with the salary”, “My job did not suit me” or even worse, they begin to “fuel” nonsense about unfair dismissal and bad employers . Can you imagine how many times a recruiter has to hear these repeated reasons? Yes, they even rank the most popular ... Let your answer be short, clear and sincere - the truth will increase your chances of success.

7. Inflated requests

The salary issue, if it is not defined in the vacancy, is usually decided directly at the interview. Here the range of candidates' requests is directly proportional to the mass nature of the profession. Inflated salary requests are relevant in cases where the employer is looking for a unique specialist, an expert with the highest competencies (technologists, high-class programmers, etc.) - anticipating the benefits received from him, the employer can even go beyond the previously laid down salary fork. If the position is massive, for example, the same legal adviser, then salary offers are unlikely to be higher than the average market ones. Therefore, if there are several candidates with the same competencies, the recruiter will obviously stop at the applicant with fewer requests.

8. Age

As unfortunate as it may be, but age candidates are much more likely to be rejected "on the basis of age" than for any other reasons. The problem for candidates of the older age group is that the only way they can “win” an employer is their unique experience and competencies - as experts say, good traumatologists, architects and engineers find work at any age. But this is typical for those professions where experience “decides”. Where the competencies of an older employee are equivalent to the skills of a young employee, the recruiter will obviously stop at a young employee. But do not lose heart - it is worth developing competitive advantages, and then no one will look at your age. Rough, but true.

9. Shyness / indecision / slowness

Remember, passive workers, unable to take the initiative, and each time shuddering at the pronunciation of their names, no one needs. Even if you have an excellent education, a red diploma, an internship abroad and a recommendation from Aunt Zina from the ZhEK, a timid and indecisive applicant will be weeded out in favor of an active three-year-old who "will not climb into his pocket for a word." Yes, this is a harsh reality - interview confidence and unbridled work motivation will leave a great impression, even if the objective indicators of professionalism are frankly lame. You may be denied employment, but the formed opinion about you can help when the company has a new vacancy in the future, and you will already be “in mind”.

10. Social networks

Social networks, oddly enough, decide no less than your appearance at the interview. We know a lot of stories when candidates were rejected because they had few VKontakte friends or no Facebook page. Of course, it rarely comes to the point of absurdity, but the reality is that in large companies, where loyalty to the corporate culture is not an empty phrase, it is customary to monitor the social networks of candidates. Survey results show that at least 35% of employers in the labor market do this. So frivolous photos, frank confessions, sharp political discussions, obscenities, insults and other obscenities that can form a negative image need to be “wiped up”. Or at least hide from prying eyes. By the way, you should also refuse to participate in the flash mob #I Didn't Get Taken - according to recruiting agencies, 12% of employers have already warned job seekers that such a hashtag on the wall can lead to negative consequences for them.

Didn't take - and good!

Let's go back to where we started: rejection is always unpleasant, but it is far from always a professional tragedy. History knows a lot of cases when the denial of employment resulted in the opening of new opportunities, the acquisition of a new profession or a much more prestigious position. Remember everything that is done - everything is for the better!

Primary source - careerist.ru

1. Does taking a day off for work on a holiday affect the salary?

1.1. At the request of an employee who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not subject to payment.(this is provided for by Article 153 of the Labor Code of the Russian Federation).

I am glad to welcome you, dear friend!

For a long time we did not discuss the mistakes of applicants. More and more "how to". How to behave, what and how to say. How about "don't?"Why aren't they hired after the interview? Often, some blunder can completely ruin the entire “mass”.

There is such a beast on our blue planet called a surveyor.

It moves like this: first it pulls the “tail”, then throws forward the front part. If the tail is too heavy, the surveyor will slow down. The analogy is that our mistakes, blunders - this is the tail. The heavier they are, the slower the movement, up to a complete stop. .

I hope the meaning of the analogy is clear. We go further:

Most often, the interview contains 2 stages: a preliminary conversation with a recruiter (HR manager) and an interview with a future leader.

Let's go ahead and figure it out fundamental mistakes of applicants.

The first stage is a recruiter (HR manager)

1. Negative attitude

No one should speak badly. Job seekers know not to scold “ex”. But some people still get carried away. Apparently boiled up. Try to control yourself.

2. Unsuitable appearance

Appearance sets the first impression of the candidate. Initial perception can leave an imprint on the entire further conversation. . I suppose it is unnecessary to remind that shorts, extravagant style, overly open clothes and shoes, will most often be perceived by the interlocutor without enthusiasm.

Another point: Clothing must match the position for which you are applying. That is, it is wise to dress as you would dress for work in this company.

Learn more about how to dress

3. Detachment

If the applicant, having come to the interview, asks “What does the company do?”, then what is his interest in the job? If he hadn't bothered to find out about it before?

No one requires you to conduct a large-scale study of the company. But knowledge of the main issues of the company is a plus for the candidate and elementary courtesy to the representative of the company.

Another mistake is to talk in the style of “ "The answers to your questions are in my resume." The recruiter read your resume. Who you are, he knows. You were invited to an interview to answer the question “What are you?” Tell about yourself in a living language. How to do it right - .

4. Weak answers to questions

An interview is not an exam, much less an interrogation. This is a dialogue of equal partners. Try to perceive the interlocutor's questions not as a threat, but as an opportunity. . The opportunity to make a good impression.

Answers to questions should be prepared in advance so as not to run your eyes around the meeting room when such a question follows.

Some questions will be unexpected, it is impossible to prepare for everything. It should be remembered that questions are not asked to hear the correct answer, but to assess your emotional reaction and reasoning.

When answering, follow the sequence .

5. Chop the truth-womb where it is not necessary

Lying is unethical and risky. If the applicant is suspected of lying, he will be refused.

However in some matters, excessive frankness is more likely to harm . For example, most candidates are disingenuous about the reasons for dismissal from previous jobs. Recruiters know this.

This is the case when it is not necessary to cut the truth-womb. If you decide to “cast a shadow on the wattle fence”, be careful. It is important that your reasons for leaving are "good". More .

6. Talking about personal problems

If there are any and they can interfere with work, it is better to discuss them after you have already “sold” yourself and the employer is ready to offer you a position.

If you think that personal problems, such as a difficult financial situation, are the basis for offering you a job, you are mistaken. The employer is also a person, but he needs benefits, and he does not know you.

However, sometimes “putting pressure on pity” can bring results. People are all different. This has happened in my experience, but rarely.

The second stage is the future leader

7. Inattention to the tasks of the interlocutor

A typical mistake in a conversation with a vacancy manager is too much attention to yourself and your experience without being tied to the tasks of the position. Someone will say: “Well, it is he who must determine how my experience relates to his tasks ...”.

He doesn't owe anything. The seller is you, he is the buyer. By the way, often the employer himself does not really know who he needs and with what experience. And he doesn't know how to interview.

You just need to ask questions. And not about working conditions, but about the content of the work. If you succeed in his “ ”, to start a dialogue, the chances of a “sale” will increase many times over.

8. Striving to be perfect

How to manage you?The manager is asleep and sees the strings that can be pulled to influence you and your behavior.

If you aspire to appear as a superman in impenetrable armor, you will disappoint him.Striving to be perfect is a mistake. Weaknesses will still be found.

However, it will be better if you especially do not hide them.By the way, how to correctly answer a direct question about shortcomings - there are .

9. Can you be trusted?

Can you be entrusted with a solid piece of work and not stand over your soul? Can you solve problems on your own? And will you solve them?

Finally: Your obedient servant divided the errors into stages rather conditionally. It is clear that much depends on the interlocutor and his manner of conducting an interview.

I believe, obviously, that the reason for the refusal may be the inconsistency of the experience and skills of the candidate with the requirements of the position.However, this is often determined before the interview. More or less “suitable” candidates are invited for an interview.

Full compliance with the requirements of a vacancy is almost never. And the offer will often be received by the candidate who does not make the mistakes we have discussed today.

Thank you for your interest in the article.

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Have a nice day and good mood!

If you decide to find yourself a new employee - here is a small list of psychotype classifications that you should NEVER hire if you don't want to ruin everything!

1. Mommy's daughter / son

Did a young lady or a dapper young man come to your interview for whom a mother, grandmother or aunt is waiting in the waiting room, throwing herself with questions to her child after the interview? Drive such applicants out: this is not a school or a kindergarten. You have no time to wipe snot and stroke your head: you have a business project, not a center for exemplary preschoolers.

2. Lover of bonuses

He (less often, she) asks not so much about duties and requirements as he asks about vacation pay, sick leave, insurance, career advancement, free trips to the orthodontist and the opportunity to hang a separate sign with his name on the doors of the common office. Also move away .

3. Athlete fanatic

If in the resume a person indicates from what distance he can beat off a steep serve, that he will join the ranks of your football team or is ready to accompany you in golf or air hockey - refuse. There is no point in taking on a person who thinks they know you better than you know yourself, and who also believes that team sports are more important than teamwork.

4. A person with a guilt complex

“You know, I haven’t been able to find a job for 18 months, but I read your ad here, and I hope that I will fit into your team, when can we meet in a way that is convenient for you?” Humiliated-begging tone - what is it? You are looking for a winner in your company, not a person who will beg and complex. Refuse such an applicant for his own good.

5. Lover of "slow down"

As a rule, such an applicant does not bother to read more about your company, asks questions inappropriately or does not ask at all, and when you invite him to clarify or ask something, he / she looks at you blankly with a blank expression on his face. Perhaps this is nervous stiffness in an unfamiliar environment, or perhaps it is ordinary natural stupidity. In any case, you can’t cook porridge with such a thing: you don’t have to collect telephone booths, and you don’t have to hire a cashier to receive checks, but a person who will communicate a lot with the team and with the outside world. There is simply no time to "slow down" here.

6. "Mouth won't close"

A joker, a wit and a lover to tell all the stories in 1 interview - this, of course, is a very entertaining and bright character. But now imagine that it would be like this every day. From day to day. And they are so addicted that in the course of the answer they forget what they actually have to answer. Chatterbox is not only a godsend for a spy, but also a personnel valuable only in the field of telemarketing. In all other cases, drive such people into the garden.

7. Silent Minimalist

Monosyllabic "yes" and "no" - all that can be drawn from such a contender for all questions. Listening is an invaluable quality. But we are not under interrogation: what, start pulling teeth out of him so that he speaks? So it is good to be silent at the dentist's appointment; and you will need more talkative people (within reason, of course).

8. Storyteller

A woman / girl who likes to slightly embellish her story even in a resume - and in the end it turns out not “slightly”, but a real Alice in Office Wonderland. If you catch her in lies and exaggerations, she quickly slides down to modest real achievements - and then it turns out that she cannot become a superstar in your company's team. Which does not prevent her from showing off her achievements in sports, special luck and some sky-high adventures. Do not believe: kindly smile at parting and refuse.

9. Chameleon

He is ready to accept any job in any unit or department. Openness and willingness to learn is OK. But it’s not OK at all when you can’t understand what a person likes to do for real. Wherever you put it, it will be so. You can’t please everyone and be able to absolutely everything, it is for this reason that you will have to say goodbye to the masters of career mimicry.

10. King Lear / Drama Queen

He loves drama, even tragedy: he storms into your office at a different time than he was assigned to - and demands an interview IMMEDIATELY. Aggressive behavior before and during the interview, tragic hand breaks, pathos and all kinds of attention to your person - understand that this will be repeated daily with different variations. Oh gods, let's better not take him: he belongs on the stage, not in your office.

11. Master of improvisation

He uses a bunch of meaningless buzzwords, doesn't bring a resume, makes up stories on the go, and isn't prepared to provide references from a previous employer. In general, it seems that this person will not suit us. And you?

12. Illiterate miracle

Such a person writes and speaks with monstrous errors, as if he had never been to school. Anytime and anywhere. He does not just make typos, he "travels" to conferences, "caught" luck by the tail and uses "their" novelties. His speech, both written and oral, is replete with vernacular, mixed in a heap with "shared insights" and verbs like "try". Even without being a Grammar Nazi, one wants to drive such a contender out of sight.

13. Smart phone fan

Candidate sits, buried in a smartphone, even during the interview? Is the candidate distracted by calls? Get them out of the reception as soon as possible. Yes, gadgets are cool, but attention deficit disorder and a manic addiction to a smartphone will not help you and your company in any way in normal operation. The main thing is not to love smartphones as if it were your liver; the main thing is to be able to communicate in a team and outside it. What kind of communication can we talk about if the applicant is sitting in a chat room or calling somewhere all the time?

Do you have your own particularly unpleasant types of applicants?