How can you turn job rejection into a positive learning experience?

In order for you to learn from the experience, reflection on your overall approach is an excellent way to grow. 1. Look back at how you prepared for the interview. How much study and knowledge did you prepare for your interview? 2. Looking at the role - did you connect with all the skills required and make an assessment.? Which skills did you have and how developed are you in those skills? Where did you lack skills and did you have a plan of action ? 3. Did you prepare a plan for the first 90 days showcasing your ability to self-manage and your strengths to the role? 4. Your in-person presentation. Did this presentation match the role, culture and your aspirations? 5. Did you ask enough questions to show your desire to learn more?

La recherche d'emploi est une vente et il convient de suivre le même processus qu'une analyse d'affaire perdue ! Ne pas rester seul pour cette analyse, un point de vue externe est essentiel.

When you receive a generic rejection response, don't hesitate to ask for detailed feedback. It's essential and your right. However, be prepared to not take it personally. What the HR person or hiring manager is providing is a roadmap of areas you can improve to get better every day. Use this valuable input to continue the quest.

Most companies send generic denial letters without providing direct feedback. Instead, I reach out to the company to ask why I wasn't chosen and how I can improve. This approach has yielded great results, keeping me top of mind and showing my genuine interest. One individual I worked with used this technique and eventually got hired because the initially chosen candidates didn't work out. Because he stayed in contact and demonstrated his eagerness to improve, they offered him the job later. He's been with the company for years now, and they still laugh about it. This proactive approach can turn a rejection into an opportunity.

Asking for feedback is a leadership skill and this will seperate you from most candidates. When seeking feedback, it’s important to ask for feedback relevant to your growth, meaning where do they believe you need to develop more? Look at each of these areas and start working on the gains. Other questions you can ask would be in relation to what they saw were your strengths, so you can continue refining and engaging this. Finally ask what were the areas that separated the chosen candidate in terms of skills, knowledge and experience? This will allow you to best prepare for the next interview!

Demandez un retour sans concession. Posez des questions mais pas d'argumentation : votre objectif est de comprendre, vous réfléchirez ensuite au calme aux améliorations.

Il faut se demander si le CV ne contient pas des éléments qui amènent une première impression négative. Le CV est un flyer, un outil de vente destiné à vous permettre d'obtenir un premier entretien.

It’s important to look at your industry, identify emerging trends and then match the skill set and knowledge required for each. When you do constantly upgrade your skills set and you stay across and up to date with the latest need and data, you are setting yourself up for excellence as most people stay with their current skills and only develop as needed.

Deux options : 1 - améliorer ses compétences : privilégier une formation qui alterne théorie et pratique... Si à la fin vous ne ma?trisez pas la pratique... Cela ne résoudra pas votre problème... 2 - cibler des postes alignés avec au moins 85% de ses compétences

L'entretien doit se dérouler comme celui d'une vente ! Il doit y avoir une phase de découverte : n'argumentez pas avant d'avoir compris le besoin et les raisons du recrutement ! Travaillez la cl?ture de l'entretien : timing, prochaine étapes, décideurs, positionnement par rapport aux autres candidats, comment serez vous informé de la prochaine étape et par qui ?

Il est essentiel de considérer que la recherche d'emploi pour un candidat ne va pas que dans un sens. à l'occasion de vos entretiens d'embauche, vous avez l'occasion de ressentir la culture de l'entreprise pour laquelle vous candidatez. Nombreux sont les signaux faibles que laissent transparaitre les process de recrutement, le mode de management, le degré de responsabilisation - et bien d'autres composantes encore - vis-à-vis de l'organisation qui recrute. Vous avez ainsi vous aussi l'occasion de choisir, ou non, votre employeur, en fonction de ce que vous percevez - au-delà de la marque employeur - des us et coutumes en son sein.

One company I worked for many years sent me a denial letter stating I didn't get the position. I sought feedback, and within a week, they offered me the job, citing an administrative error. I knew it was because I reached out. This experience taught me that following up after a rejection is a golden trick that few people use. A simple email can turn things around. By saying, "Thank you for your consideration. I'd appreciate feedback to improve, as I want to grow with your company," you show genuine interest and dedication. This approach can make you stand out, especially when employers often perceive employees as disengaged and uninterested.