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Rejected Candidates Report

Understand why candidates are rejected.

Goal​

Analyze rejection reasons and patterns. Identify opportunities to improve screening and sourcing.

How to Access​

Step 1: Go to Reports > Rejected Candidates

Step 2: Set your date range

Step 3: (Optional) Filter by departments or jobs

Step 4: Click Apply Filters

Summary Cards​

Four cards show key metrics at the top.

CardDescription
Total RejectionsNumber of candidates rejected
Top Rejection ReasonMost common rejection reason
Rejection TrendIncreasing, Decreasing, or Stable
Avg. Time to RejectionAverage days before rejection

Trend Indicators​

TrendBadgeDescription
IncreasingRedMore rejections (concerning)
DecreasingGreenFewer rejections (improving)
StableGraySimilar to before

Charts​

Rejection Reasons Distribution​

Pie chart showing share of each rejection reason.

ElementDescription
SlicesEach rejection reason
SizePercentage of total rejections
LabelReason and percentage

Top Rejection Reasons​

Bar chart showing most common reasons (top 5).

ElementDescription
X-axisRejection reason
Y-axisCount
Bar heightNumber of rejections

Average Time to Rejection by Reason​

Bar chart showing how quickly candidates are rejected (top 8 reasons).

ElementDescription
X-axisRejection reason
Y-axisDays
Bar heightAverage days before rejection

Rejection Analysis​

Three cards show detailed analysis.

Rejection Analysis Card​

MetricDescription
Top Rejection ReasonMost common reason
Total RejectionsCount for period
Avg. Time to RejectionDays before rejection

Quality Indicators Card​

MetricDescription
Preventable RejectionsPercentage that could have been avoided
Process ImprovementsNumber of reasons showing improvement (decreasing trend)
Quality ScoreOverall score out of 100

Recommendations Card​

System-generated tips:

  • "X% of rejections are preventable. Improve job requirements and candidate screening."
  • "Many rejections happen quickly. Review initial screening criteria to improve candidate quality."
  • "High technical skills gap rejections. Consider skills assessment earlier in the process."
  • "Increasing cultural fit rejections. Review company culture communication and assessment methods."
  • "Overall rejection quality score is low. Focus on improving candidate sourcing and initial screening." (triggers when quality score is under 60)
  • "Rejection patterns are within acceptable ranges. Continue monitoring for optimization opportunities."

Detailed Table​

Table showing all rejection reasons.

ColumnDescription
Rejection ReasonReason for rejection
CountNumber of candidates
PercentageShare of total rejections
Avg. Time to RejectionDays before rejection
TrendIncreasing, Decreasing, or Stable with icon

Trend Colors​

TrendBadge ColorMeaning
DecreasingGreenFewer rejections for this reason (good)
StableGrayNo change
IncreasingRedMore rejections for this reason (concerning)

Common Rejection Reasons​

ReasonDescription
Technical Skills GapLacks required technical skills
Insufficient ExperienceNot enough work experience
Cultural Fit ConcernsDoes not align with company culture
OverqualifiedToo experienced for the role
Location ConstraintsCannot work from required location
Availability IssuesCannot meet schedule requirements
Salary ExpectationsSalary requirements too high
Failed AssessmentDid not pass interview or test

Preventable Rejections​

Some rejections can be avoided with better processes:

Preventable ReasonsHow to Prevent
Insufficient ExperienceClearer job requirements
OverqualifiedBetter job title/description
Location ConstraintsFilter by location earlier
Availability IssuesAsk about availability upfront

Tips​

  • High "Technical Skills Gap"? Add skills tests before interviews
  • Many "Cultural Fit" rejections? Communicate culture better in job posting
  • Quick rejections? Your initial screening filters may be too loose
  • Increasing trend? Your sourcing quality may be declining

Common Questions​

Q: What is a good rejection rate? A: Depends on role. Typically 70-90% of applicants are rejected.

Q: Why are "Preventable Rejections" important? A: They waste time and resources. Better screening prevents them.

Q: How do I reduce rejections? A: Improve job descriptions, add screening questions, filter earlier.

Q: What if one reason dominates? A: Focus on that area. E.g., many "Skills Gap" = better skills screening.