A candidate interviews for a job...but they get declined for the role. I’ve seen this many times, from all sides: as a candidate myself, as the recruiter or hiring manager for dozens of roles throughout my career, and as an executive coach. As a coach I work with both clients who are candidates interviewing for roles (either for internal promotions or new jobs at another company) and hiring managers designing their interview process. .

When we’re declined for a role, we often hear that we aren’t supposed to take it personally. But it’s so natural to feel this way—you just put yourself out there for a role. You prepped for it. You really wanted it - you imagined what it would be like. Not getting the role can sting! You might feel like you’re not good enough.

Here’s the thing: being declined may have nothing to do with you whatsoever. It’s easy to think that everything is about us, but there are so many factors that go into hiring decisions.

Here are just a few examples for you to consider:

1. There was a hiring freeze at the company. 

   I’ve personally had candidates I was dying to bring onboard, but, for various reasons, the company implements a hiring freeze. One time, we were in the final stages of a potential merger and being audited. So for budget purposes, we couldn't make any hires over a certain amount for a period of time. Another time was when the Covid-19 pandemic started and no one knew what would happen. We just froze everything.

2. There was a re-org in the company. 

   And now they no longer have a need for that role. Or, hiring for that role has been deprioritized so they can figure out where it would fit in the new structure. 

3. A company had to reallocate its budget. 

   They thought they could make a hire in one area of the business but something happened and they needed to shift money over to something else. 

4. The company decided to hire from within.

   Of course, it would have been nice if this decision had been made before a whole recruiting effort had taken place, but it does happen.

5. They have an acute need for another specific skill set right now.

   Maybe you’re an excellent candidate. They’d love to bring you on because you’d be great for the other types of projects you specialize in, but the company's needs aren’t aligned with that right now.   

6. There’s a gap in salary expectations. 

   You have the right skill set and would be a great culture fit with the team. But the salary band for the role is fixed company-wide (for fairness) and just isn’t where you need it to be (for your current circumstance). While this is frustrating, it’s an important consideration and good to know.  Also, candidates shouldn’t (always) take someone not coming up to their expectations as an affront to their value.

7. Sometimes it’s just not the right fit. 

   You have the right experience on paper, you’re a good person—it’s just not the right company culture or team culture fit. Nothing wrong with you or the company. It just is what it is. In the long run, it’s actually a positive thing that you don’t get into a company where you clash.

8. Something unrelated to your skills, like time zone coverage. 

   Perhaps they would have loved to have you, but all things being equal they needed someone in a different time zone and they had another candidate in that area.

Even when you get declined, don’t think of the interview process as a waste of time.

I encourage people to:

1. See it as a learning experience. 

   You got to learn about the company. I’ve had clients considering a career change to a new industry. Through multiple interviews they get the chance to learn about how different companies think about the specific role they were going after: how they use it at their company, who it reports to, how it interacts with other internal or external constituents, what the scope and roles and responsibilities were, and what they looked for in an ideal candidate. It’s a great way to collect as many data points as you can. 
   

2. Treat it as a networking opportunity.

   You get to meet people in the interview rounds. Especially if you get to final rounds, you might be meeting with some “higher up” people or just people you wouldn't normally be able to talk to. This exposure is a great chance to get a sense for who they are, ask some good questions, and let them get a sense of your own skills and personality. 
   
   You never know what will happen in the months and years down the road. They might remember you if the role pops up again or if something else comes up they think you might be good for. You never know where those people might end up, whether that’s at the same company or another role at the same company. Never burn any bridges. Keep doors open.
   

3. Use it as interview practice. 

   This is always a good skill to have! Keep it sharp by brushing up on it every once in a while. Try not to look at not getting a role as a “failure.” See it as a practice round.
   

4. Finally, don’t let it shake your confidence. 

   Easier said than done, I know. But if it literally had nothing to do with you—your experience, skills, personality, how you showed up—then there’s no reason to let it get in your head.

   At the risk of sounding too mystical, believe and trust that something better is out there for you. Sometimes you have to go through a few “nos” to get to your “yes.” So if you get declined, check it off and know that you’re one step closer. One day, you’ll look back and say, “Oh my gosh, thank goodness I didn’t get that one job because then I never would have found this one.”
   

In the interview process there are so many things outside of our control, even beyond what I’ve outlined above. So when you get that disappointing email, don’t beat yourself up, and keep in mind that it isn’t about you or your value.

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About The Author

Emily Sander is an ICF-certified leadership coach with more than 15 years of experience in the business world and the author of Hacking Executive Leadership. She’s been featured in several print publications, online articles, and podcasts, including CEO Today Magazine, Leading to Fulfillment, and Leadership Powered by Common Sense. 

Emily has a passion for helping business leaders reach their full potential. Go here to read her story from seasoned executive to knowledgeable coach. If you want to send Emily a quick message, then visit her contact page here.