Why a candidate after the interview cannot be conveyed where he/she fell short for the position ?

I have been in the HR Field for over 20 years and I will share some insight to answer your question.  There can be myriad of different reasons that hiring managers don't (or won't) provide feedback if you didn't get the poistion.

One may be the hiring manager is too busy with (literally) hundreds of other potential candidates.  Another reason is that too many candidates will argue or debate if they get candid feedback that they don't like.  It's hard to look at ourselves objectively sometimes.  Sometime company lawyers won't let the hiring managers (or interviewers) to provide feedback due to the risk of litigation.  Many interviewers are under strict orders from company lawyers and compliance not to get into the reasons for job rejections, in case a candidate doesn't like the explanation and decides the "real" reason must be discriminatory.

As you can see the reasons can be many.  I must agree that I would have LOVED to have had feedback on what I fell short on n a few key interviews that I thought I "nailed" the job.

Hope this helps. 

Most of the candidates would want to impress interviewers during interview even when they have a weakness in specific skills and knowledge. They will not honestly answer questions according to interviewer expectations. Some of the candidates are so boring that they are forgotten by most of the interviewers on the panel. It is important for  interviewees to accept that they  have a weakness in certain fields or activities. This shows that they want to honestly learn from people with experience and knowledge in certain skills or activities. Candidate who honestly accepts that they have a weakness and who want to improve their weaknesses will be remembered by the interviewers and will be communicated to even if they fall short for the position. Respect for everyone on the panel is very important during and after interviews. It is important to avoid the following frustrating behaviors during and after interviews:

1. Do not be a very bad speaker and use appropriate language and words i.e. speak like a professional

2. Do not be a bad listen.

3. Avoid inappropriate dressing

4. Never ask inappropriate questions

5. Never be late

6. Do not be desperate

i fully agree with all experts>>>>>>>>>>>>>>

Because the interview is one of the most important terms of appointment must be overcome before moving to the procedure of recruitment

My dear brother, this my little explanation, hopefully can help:

Reasons You Weren’t Hired that You Couldn’t Control

In our list of 10 reasons you were not hired below, are outside of your control as a job seeker. You could be the perfect match to the job requirements, have a resume that knocked their socks off, have a LinkedIn Profile that shows you could be President, and made life-long friends during the interview process.   But, you still might not get the job because of issues that have absolutely nothing to do with you, your qualifications, or your performance in the process.

The Big Picture Reasons

Many factors influence these hiring opportunity decisions, and some of them are related to the over-all health or plans of the whole organization.  I call these “Macro level” factors, and they are usually outside of the hiring managers’ control, even if the hiring manager is the CEO.

1.  Budget issues –

It’s a tough economy, and when sales fall or some other negative financial situation arises, budgets can be reduced, removing the  money to pay for the position.

2.  Organizational issues –

They decide to reorganize, shifting employees and/or responsibilities from one part of the organization to another.  Until “the dust has settled” they don’t add new staff.

3.  Today’s level of job market competition –

Many excellent people are competing in today’s job market, bringing their “A games” to the process, and it has changed expectations, raising the bar for everyone.  At the same time, many people are showing little interest or enthusiasm, applying sloppily for everything they see, which is making employers skeptical of job seeker interest.  This means that what worked 3 years ago often won’t work now.

The Local Reasons

At the hiring decision level in most organizations, many “local” concerns impact hiring and can kill a job requisition or bump a job seeker into 2nd place from first.  I call these “Micro level” inter-organizational factors, and they are also outside of the job seeker’s control (at least for this opportunity):

4.  Internal hire – 

Someone already working inside the organization got the job (which may result in another opening elsewhere in the organization).  This one is very tough to beat, since most organizations want to offer their employees the opportunity for advancement or, at least, for change.

5.  Someone else was a better networker –

With 2 equally-qualified and equally-impressive people to choose from, the person who was referred by an employee gets hired twice as often as the “unknown” person – probably because the referred person is viewed as a lower-risk choice.

6.  The job was canceled –

They decided that it wasn’t really necessary to fill this job at this time – not busy enough or not clear that having someone do the job would be necessary for the long term.

7.  Job was redefined –

They decided to change it, replacing the first duties and requirements with updated ones, so they are starting from scratch and you may not be a good match to the new job.

8.  The “Chemistry” didn’t work –

The mysterious factor that is so important in determining who gets hired, often boils down to how well you were liked by the people who interviewed you.  They may have some very quirky characters working there, and you didn’t feel “right” to one or two (or more) of the people who interacted with you, which could be people outside of the official/obvious interview process like the receptionist.  It’s not a good idea to try to force chemistry to work. You must be your true professional self in an interview to find a job that you like (and vice versa).

9.  Wrong “fit” for the corporate culture –

They have an idea of the kind of person who succeeds in their organization, and you are not that kind of person.  Perhaps you are too “artsy” or too “formal” or not “professional” enough or whatever.  This is also beyond your control.  But, better not to be hired into one of these organizations.

10.  A mix-up/mistake –

Perhaps something was mislaid or misfiled, or they confused you with someone else – unfortunately, with someone they didn’t like.  You can do your best to help them know who you are, but you cannot guarantee that no one will make a mistake.

As employers are imperfect, so are job seekers.  However, since the job seeker is in “selling” mode, it is up to the job seeker to pay close attention to what the employer wants.  For more reasons you were not hired, read next week’s post – the 10 factors in a job search that are controlled by the job seeker.

Bottom Line

Try not to see lack of a job offer as a personal failure because it may not have been, particularly if you are paying attention to the 10 factors you can control.  Sure, as a job seeker, you have control over many critical aspects of your job search.   And, you can probably think of things you could do better – so do them better next time, and stop worrying about a lost opportunity.