Finding a new job can be an emotionally draining rollercoaster, filled with exhilaration, tension and sometimes heartache. The sinking feeling of rejection is never nice, especially when you are trying to put the best version of yourself forward.
It is important to remember though that rejection is natural and that you are not alone. I've felt it too, and know how bad it can suck.
Never find yourself asking ‘What is wrong with me?’ The answer is honestly nothing. The real question every job seeker should ask after every single failed job interview is ‘What has this experience taught me?’
Here are some things to remember after every unsuccessful job interview.
Every experience can have a lesson drawn from it; a job interview is no different. So remember at the very least, a job interview is another experience under your belt. This job just wasn’t the right one for you, but when the right one does come along, to take what you have learnt today and apply it.
You may not realise it but every job interview you go to, better prepares you for your next.
Although gaining feedback isn’t always easy, it is imperative in becoming a better candidate. Feedback is far easier to receive from a recruiter or headhunter that you are dealing with. They have often built close working relationships with companies and are willing and able to forward on advice to candidates.
Don’t be shy to ask a recruiter you’re working with for feedback from unsuccessful interviews.
Whether you have been rejected after submitting your resume or at the very final hurdle, don’t take it personally. There are systems in place now, that filter through the abundance of resumes received and only put forward candidates with a 100% match to a well-defined criteria. These systems are rigorous and for that reason all candidates need a flawless resume.
It is important to reflect on each rejection received and to figure out if there is any pattern or a specific stumbling block that continues to have you undone.
If you aren’t receiving any phone calls when applying for job positions, it is obvious the problem is within your resume and cover letter.
Consider these common pitfalls:
If you are getting to the interview stage but encountering roadblocks there, refer to these two blog posts for advice.
Sometimes even when everything feels perfect, the end result isn’t positive.
We have one piece of advice for all job seekers who have experienced rejection like this.
Take heart in the knowledge that the company or position just wasn’t the one for you. But remember it will get you closer to your perfect career. You’ll know when you get there, because at some point you’ll be grateful for all the failures you experienced.
If you want individual advice, tips or any help, the First Avenue team is always willing to assist job seekers with their career search.
Last week we attended three fantastic conferences in Melbourne - RetailTECHX, CustomerTECHX and Cards and Payments. We met lots of fantastic startups, doing great things in the retail space, one being Mutuality.
Mutuality software is a powerful digital marketing, social media management and communication solution. Mutuality makes it elegantly simple for anyone to run a powerful and targeted digital communication strategy, resulting in brand engagement, loyalty and in-store traffic.
Mutuality is designed to run effective and efficient campaigns for retail chains, shopping centres, retail precincts as well as small businesses. Take a quick look at this video, outlining exactly how Mutuality software can create integrated campaigns utilising various channels to get great results.
To find out more information about Mutuality software and their ability to deliver immediate benefits to your bottom line, click here.
Entering a talent war with paper airplanes is a bad bet, as your competitors will arrive in fighter jets. Don’t go in blind, be strategic and you’ll be as successful at attracting and retaining talent, as you are at edging out competitors for market share.
Before implementing strategies and outlaying resources, knuckle-down and create retention plans for your ‘A-Team’. Your existing talent are prized but not assets to your business, in no way are they your possessions. If a talent shortage really does exist, your ‘A-Team’ is the number one target for competitors to poach.
Not sure who your ‘A-Team’ are?
They’re employees who constantly meet KPI’s, are a natural fit with the company’s culture and possess leadership potential. Lock them down for the future by ensuring they’re beyond satisfied at your organisation.
Now that your A-Team has been established, it should be easier to identify present gaps in talent. These gaps should form the core of your talent recruitment strategy. There is no one size fits all approach, when creating your recruitment strategy, as every organisation faces different challenges and holds unique core competencies.
Talented workers know they are valuable and recognise the fact they can be impactful. Although tempting, it isn’t wise to rely solely on a beefed up compensation package to get talented workers into your ‘A-Team’.
The best way to attract top talent is to project and create a reputation for success, vibrancy and forward thinking. The most talented workers don’t want to settle for mediocre companies and positions, they want to believe in a companies mission, be engaged and empowered.
It’s important that you don’t only concentrate your recruitment efforts on active candidates, as a high proportion of talented workers are passive candidates.
For this reason, never undervalue the ability to pitch your mission and illustrate the influence that a candidate can make. This skill is vital when tapping into the passive candidate market.
Talented workers want to disrupt as big and loud as they can. Can you genuinely get them excited?
Your ‘A-Team’ is never complete, so it’s imperative to always remain receptive to new talent. If you want to tap into the passive candidate market, we are specialists at pairing top organisations with top talent.