In this issue:
Why hiring managers reject “almost there” candidates
Real-world case studies of failed vs successful interviews
A recruiter’s framework for managing candidate risk
A few updates before we begin:
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The Harsh Reality of Today’s Job Market
If you are a job seeker right now, you need to understand one truth:
Hiring managers are not looking for “close enough.”
Five years ago, you could land interviews if you had 70% of the requirements. Companies were willing to take bets on potential. They cared about raw intelligence, coachability, and culture fit.
That era is gone.
In today’s market, the volume of applicants is at record highs.
There are thousands of qualified candidates applying for the same role. On top of that, passive candidates are flooding the market. People are leaving jobs because of RTO mandates, frozen promotions, or toxic layoffs. That means the talent pool is not just bigger, it is stronger.
When you are competing against that kind of pipeline, hiring managers do not need to compromise. They can afford to be picky. That is why “close enough” is not good enough.
Why Zero Tolerance for Risk?
Let’s step into the hiring manager’s shoes. Their biggest fear is risk.
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