In the world of work today, conversations around job applications and hiring frustrations are becoming louder — especially among younger professionals.
It’s not uncommon to see Gen Z and millennials voice their disappointment on social media after facing job rejections, often criticising recruiters and hiring processes.
There is no doubt that hiring practices still have a long way to go. Issues like bias, lack of feedback, and communication gaps cut across industries. However, amid these valid concerns, certain realities about the job market often go unspoken.
First, recruiters receive thousands of applications for a single role. For most positions, there is rarely a shortage of talent. In fact, about half of all applicants are moderately qualified for the jobs they apply for.
With such high competition, there is almost always someone with more experience, better alignment to the role, or stronger qualifications.
Second, recruiters are managing multiple roles across different departments and seniority levels simultaneously. Given the volume and pressure, it is inevitable that some applications may slip through unnoticed or that feedback may not be as timely as candidates hope. While this is not ideal, it reflects the practical constraints of modern talent acquisition — not personal malice.
And then comes the most uncomfortable truth of all: only one person can be hired. No matter how skilled or deserving the applicant pool is, the final decision must be made. There is only one open seat at the table.
When faced with rejection, there are practical ways candidates can use the experience to their advantage. For instance, after receiving a rejection, job seekers can look up the person who was hired — if that information becomes public on LinkedIn — and study their profile. What skills did they have? What experience set them apart?
Another useful practice is to search LinkedIn for people who hold the role one aspires to. A quick analysis of a few profiles can reveal common patterns — be it specific certifications, industry experiences, or leadership responsibilities — offering invaluable talent market insight into what it takes to succeed in that field.
Such reflection fosters two important qualities for professional growth: humility and market awareness.
It’s understandable to feel disappointed after rejection. But growth comes from acknowledging that the market is highly competitive and continuously evolving.
Success in today’s job landscape demands not just qualifications but resilience, self-awareness, and the ability to adapt and improve.
In the end, the message is simple: stay hungry but stay humble.
Focus less on who didn’t pick you, and more on how you can better position yourself for the next opportunity.
The writer is a senior HR Consultant and founder of Jobonics HR.
