Job stupefaction: what are the most common reasons for job rejection?
The most frequent reason for rejection in Russia is that an applicant's skills and qualifications do not meet the requirements of the vacancy, according to data from analysts of the Talantix recruiting system. Last year, candidates for programmer, manager and project manager positions were most often not selected by this criterion. And in 2% of cases the reason for rejection can be subjective - the employer simply did not like the applicant. On who and for what reasons were denied employment in 2024 - in the material "Izvestia".
Why are not hired
Most often in Russia in 2024, candidates were rejected because the applicant's skills and qualifications do not meet the requirements of the vacancy. This is about a third of all rejections, found analysts cloud CRM-system for recruiting Talantix (part of the HR-ecosystem services hh.ru). Experts analyzed 6.1 million cases of failed employment.
The problem of insufficient qualifications was especially acute when hiring programmers, sales and customer service managers, project managers, testers and purchasing managers. In second place is the lack of feedback from the candidates themselves. In 13% of cases, job applicants stopped contacting us after a job offer. This problem was most often encountered by employers who hire sales consultants and cashiers, sales managers, as well as storekeepers, call-center operators and packers/packers.
Another 8% of rejections were due to the fact that the candidate and the employer did not agree on the working conditions, 4% - disagreed on the salary. In 2% of cases, the rejection was due to the fact that the potential employer did not like the applicant.
The age of the applicant was the reason for refusal to hire him/her in 6% of cases. Stereotypesin this matter are still present in the Russian labor market, most often they relate to older people, said Marina Khadina, CRM development director for recruiting.
- Some employers still impose an unspoken age limit when hiring, but this is clearly a losing tactic. In the situation of staff shortage and fierce competition for people among employers it is necessary to abandon unjustified restrictions, including age, - she emphasized. - Otherwise, the recruitment funnel risks becoming so narrow that positions will remain vacant for months.
What causes candidates to be rejected
The employer has the right to refuse a job if the candidate does not have the necessary education, qualifications, work experience, reminded "Izvestia" in the press service of the recruiting service SuperJob. The applicant may be banned from holding certain positions by court order. In addition, the applicant may have restrictions for medical reasons - they should be revealed by a medical examination.
"But there are also informal, unspoken wishes of employers who will never say aloud to the rejected candidate, will come up with a formal reason," - noted in the service.
Thus, every fourth employer checks the credit history of applicants. Especially often it is interested in it, considering applicants for managerial positions, as well as positions related to material responsibility, contracting and organization of deliveries.
Even an overweight candidate can become an unofficial reason. But gender stereotypes are gradually becoming less, said the service.
A popular reason for refusal during the interview can be deception on the part of the candidate, added the director of personnel and organizational development of the service "Work.ru" Julia Sanina.
- Such a factor will make 66% of companies refuse to hire, follows from our data. Another 62% of recruiters may not hire because of the lack of necessary skills, and 56% - because of the "toxicity" of the candidate. - she noted.
For 46% of the surveyed business representatives the unkempt appearance of the applicant becomes a disadvantage, 45% emphasize overestimated salary expectations, and 43% - negative feedback from the previous employer, the expert emphasized.
How employers adapt
The problem of mismatch of qualifications and skills is especially acute for young candidates, said the companies interviewed by Izvestia. Inexperienced applicants who come to the labor market often have other priorities and approaches to work, which makes traditional recruitment methods less effective, believes HR and business partner of the company "Siberian Bath Vat" Natalia Antropova.
- We need to take into account the changing values of young people, who may not always understand that working in a fast-growing company implies readiness for scaling and quick adaptation," she emphasized.
The situation when candidates suddenly stop contacting after receiving an offer is also, in her opinion, more typical for young employees.
- We realize that many candidates have different levels of motivation and understanding of corporate culture. They are often not ready to take responsibility and grow with our company. In addition, we face the fact that many applicants have problems with a lack of communication and self-organization skills," she added.
Itis important for employers to adapt to the new realities of the labor market and find an approach to each potential candidate, believes Natalia Antropova.
The labor market is in urgent need of specialists with proven work experience, as the speed and complexity of work tasks continue to grow, added Yulia Rechkalova, hr-director of Ideco (software producer).
In order to select candidates more effectively, Russian IT companies have started to use screening tools based on values, said Anastasia Popova, senior partner and head of the Organizational Change Implementation practice at the consulting company ECOPSI.
- For example, if a candidate knows his business very well, but likes to dominate and give advice to everyone, this can be a reason for rejection in some companies, " she explained.
According to the expert, Russian companies look more closely at candidates for managerial positions, as they set the values for the entire team, but suspicion of "toxicity" when hiring an ordinary specialist can also be a reason for rejection.
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