Why You Got Rejected? Common Reasons You’re Overlooked & How to Overcome

In the competitive job market, particularly in the construction industry, candidates often wonder why their applications don’t result in job offers. Here are some common reasons why candidates get rejected, along with how a diligent recruitment process can help ensure the right fit for both employers and candidates.

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Common Reasons Why Candidates Get Rejected

1. Salary Expectations Exceed the Budget: A recent study in the GCC region revealed that 56% of job offers fall through due to a mismatch in salary expectations. In the construction industry, where project budgets are tightly controlled, this gap can be particularly problematic. Employers need to balance offering competitive salaries with maintaining profitability, and significant disparities can lead to rejections.
2. Experience Doesn’t Align with Role Requirements: According to a survey by GulfTalent, 62% of employers in the Middle East reject candidates due to a lack of directly relevant experience. In construction, roles often require specialized skills and experience that align closely with specific project needs, making this a common reason for rejection.
3. Over-qualification: While over-qualification might seem like a positive, 28% of employers have rejected candidates for this reason, fearing they won’t stay long in the role. In the construction sector, where stability is critical to project success, this concern is even more pronounced.
4. Location: A report by LinkedIn found that 39% of employers prefer local candidates due to the immediacy of their availability and familiarity with the local market. For construction projects, which often have tight timelines, the preference for local candidates is a significant factor.
5. Age Range: While age should not be a deciding factor, 15% of rejections in the Middle East relate to candidates being outside the preferred age range. In construction, certain roles might require a balance of experience and physical capability, influencing this preference.
6. Frequent Job Changes: Candidates with a history of frequent job changes are often seen as a risk, with 45% of employers citing this as a reason for rejection. In the construction industry, where project continuity is crucial, employers look for stability and commitment in their hires.
7. Notice Period: A lengthy notice period can be a deal-breaker for 30% of employers who need to fill roles quickly. In construction, where delays can have significant financial implications, a long notice period may lead to the rejection of an otherwise qualified candidate.

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How We Ensure the Right Candidate Fit

To avoid these common pitfalls and ensure the best possible match between candidates and employers, a thorough and transparent recruitment process is essential. Here’s how we approach it:

1. Providing Salary Details: We provide the employer with both the candidate’s current and expected salary details upfront. In the construction industry, where roles can range widely—from site engineers to project managers—clarity on salary expectations helps prevent mismatches. According to the RICS Salary Survey, the average salary for a construction project manager in the UAE is around AED 360,000 per year. Providing this context helps both parties align their expectations.
2. Conducting In-House Technical Interviews: Before presenting candidates to employers, we conduct an in-house technical interview to assess their skills and experience. In construction, this step is vital—75% of employers value practical skills assessments over formal qualifications. We ensure candidates have the specific skills required for the role, whether it’s in project management, civil engineering, or another specialization.
3. Updating Personal Credentials: We ask candidates to update their personal credentials, including their resume and presentations, to ensure that their application is current and accurately reflects their experience and achievements. In construction, having a well-documented history of past projects can be the difference between a successful application and a rejection.
4. Verifying Documentation: We verify whether the candidate possesses valid documentation, such as work permits, certifications, and other relevant paperwork. In the UAE, where strict visa and labor laws apply, 86% of construction employers cite documentation issues as a major concern during hiring.
5. Informing Employers of Total Experience: We clearly inform the employer of the candidate’s total years of experience. In construction, experience can often be a determining factor, especially for senior roles. The average construction professional in the UAE has 15 years of experience, according to the Hays Salary Guide, and this experience level is critical to landing higher-level positions.
6. Explaining Career History: We take the time to explain the rationale behind the candidate’s career history to the employer. This includes addressing any concerns about job changes, gaps in employment, or other potential red flags. In construction, where project-based work often leads to varied employment histories, 54% of employers appreciate detailed explanations that clarify the candidate’s career trajectory.
7. Specifying Time to Join: We specify the minimum time required for the candidate to join, considering notice periods and any other factors that might affect their availability. In the construction industry, the timing of a new hire can be crucial—67% of project delays are attributed to staffing issues, making it essential to manage expectations around start dates.

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Why Use a Recruiter in Construction?

Recruiting in the construction sector comes with its unique challenges—niche skill sets, project-based hiring, and tight timelines. Here are some figures to illustrate why using a specialized recruiter is beneficial:

• Time Efficiency: On average, it takes 52 days to fill a construction role through traditional methods, compared to 30 days when using a specialized recruiter.
• Quality of Hire: 70% of employers in the construction industry report a higher satisfaction rate with candidates sourced through recruiters due to their ability to match specialized skills with specific project needs.
• Reduced Turnover: Candidates placed by recruiters tend to stay longer, with a 15% lower turnover rate within the first year compared to direct hires.

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Conclusion: Avoiding Wasted Time for Everyone

Before sharing profiles, we make every effort to provide as much information as possible to avoid wasting the time of both candidates and employers. We understand that employers often need to coordinate with multiple internal stakeholders, and candidates prefer not to invest time in pursuing roles where they may not be a good fit.

By being transparent and thorough in our recruitment process, we help ensure that both parties are well-informed and aligned, increasing the likelihood of a successful match in the fast-paced and competitive construction industry.

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