This archive report was first published on 23 August 2019.
On the surface, it seems like a straightforward process: a job is advertised, candidates apply, and the best one gets the job. But in reality, recruitment can be a complex and dynamic process. This was evident in a recent experience shared by a job applicant, who was shortlisted for a mid-level management role after performing well in the interview. However, they were later informed that they were not suitable for the position because the company needed someone with 10 years of experience.
Published on August 23, 2019, this experience raises questions about the common practice of shifting goalposts in HR. According to Jane Muiruri, a Senior HR Manager at Nation Media Group, this is not an uncommon occurrence. 'Organisations are highly dynamic, and drastic changes can occur between the period when a role is advertised and when the candidates are recruited,' she explains.
These changes can be due to various factors, including the evolution of the role, structural changes within the organisation, or the need to merge roles. In such cases, the company may require a more experienced candidate to fill the position. Muiruri notes that this is a common practice aimed at preparing internal candidates for new opportunities and future promotions.
While being shortlisted for a job is a significant achievement, it's essential to remember that it's not a guarantee of getting the job. As Muiruri advises, 'Attitude is everything. Be optimistic and engage the recruiting manager to find out what areas you need to develop as you prepare to seize the next available opportunity.'
Ultimately, being unsuccessful in a job application is not an indication of failure. It's an opportunity to learn and grow, and to come back stronger in the future.
Quote from Jane Muiruri, Senior HR Manager, Nation Media Group
