Why do candidates ignore job requirements and submit applications without meeting the fundamental requirements of the role?
Especially when these requirements are clearly stated in job advertisements. Sure, we have all chanced our luck but it’s when it’s the basics that I am left discouraged
Two recurring issues stand out every time:
- Applying Without the Right to Work in the UK
I understand candidates will chance their luck, and jobs posted will often attract applicants who lack this status. However, employers are frequently unable to sponsor visas due to cost, complexity, or legal limitations. If the company was able to sponsor, they would say. I appreciate the ‘give it a go’ mentality even though it is a waste of time for us both, but then please don’t respond to me with disappointment—or even anger—when it was clearly communicated.
- Ignoring Location or On-Site Work Expectations
The rise of remote work has led many to assume that all roles can accommodate flexible arrangements. However, certain positions demand a consistent on-site presence, whether due to the nature of the work, company policy, or team dynamics. So, when it says on site, please don’t apply insisting on remote arrangements creating unnecessary friction.
Why is this important?
When candidates disregard these fundamental requirements, it wastes time—for themselves, the recruiter, and the hiring team. It also risks overshadowing their skills and experience with an impression of poor attention to detail. From a candidate’s perspective, these mismatched applications often lead to rejection, which can feel discouraging, especially after putting effort into applying. However, it’s crucial to understand that these requirements are not arbitrary—they’re essential to the role and the organisation’s needs.
If you’re actively job hunting, consider these tips:
- Read job descriptions carefully and assess whether you meet the non-negotiable criteria.
- Be honest about your circumstances. If you need sponsorship or remote work, look for roles explicitly offering these options.
- Tailor your applications to roles where your skills and situation genuinely align with the requirements.
- Hiring managers and recruiters appreciate candidates who take the time to match their applications to the roles they’re applying for. By doing so, you’ll not only increase your chances of success but also build a stronger professional reputation in the process.
- Let’s work together to make the recruitment process smoother for everyone involved. Hiring is a partnership—let’s start it off on the right foot.
What are your thoughts? Have you experienced this as a hiring manager or recruiter? Let’s discuss www.truehr.org.uk/contact !
