Navigating the job market with a 90-day notice period is a tough journey. Here are some common challenges:
2. Budget Constraints: From the remaining 10%, many applications are rejected based on the expected CTC, stating budget limitations.
3. Overwhelming Skill Demands: For those who make it past the initial hurdles, employers often seek candidates who can handle all project requirements single-handedly.
4. Unclear Requirements:Even after clearing multiple interview rounds, candidates might face rejection like "lack of pre-sales experience"—which could have been identified earlier.
5. Lack of Feedback: It's disheartening when recruiters don't provide feedback after interviews. We invest time and effort, and yet follow-up calls and emails go unanswered.
It feels quite disheartening and unprofessional at times. However, let's remain resilient and hope for better experiences ahead
1. Asking to turn on the candidate's camera, but will keep their own camera off. Feels more like an interrogation than an interview.
2. Constantly cutting off between giving answers and asking something else. Puts college external viva professors to shame if you ask me.
3. Demanding that you remember the EXACT syntax and solve the problem in a notes app(Including every function name of the library you import). Pseudocode does not count as a demonstration of correct approach towards solving the problem anymore it seems. Its comical.
4. The interviewer will be late to the interview and won't even apologise for it.
Resumes highlight some interesting things you have done with the skills you have listed. The potential to build on those experiences and skills can show a growth mindset. Creativity is the added plus to a new organization. As a job seeker, I am not looking to do exactly what I have always done, but want the opportunity to build new skills and relationships on top of the background I already have. No two companies have the same exact tools implemented in exactly the same way as the previous experience of a job seeker, Checking off all the boxes in a job description may indicate that you will not have the opportunity to grow or for the company to take advantage of a "fresh set of eyes". Take a chance on one of those REJECTED job seekers...
The pursuit of a “perfect” candidate often leads to overlooking individuals who bring adaptability, problem-solving, and long-term value.
🔹 Salary expectations? A conversation can bridge the gap. Compensation should reflect skills, market trends, and business needs.
🔹 Age or experience? Diversity in career stages fuels innovation. Fresh talent brings fresh ideas, and seasoned professionals bring wisdom.
🔹 Notice period? Sometimes, the best talent is worth the wait. Strategic hiring beats rushed decisions.
🔹 Overqualified? Isn’t that another way of saying “highly skilled”? The right fit should be about contribution, not just credentials.
Hiring isn’t about checking boxes—it’s about building strong, adaptable teams.
Let’s shift the focus from “perfect” to “potential.” What’s one hiring practice you think needs to change? 👇
Rejection is not an issue at least they should reply immediately so one can try somewhere else. Nowadays HR shorts candidates like Finale in reality shows..
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