Unraveling the mystery behind why internal candidates, once rejected, often choose to leave their organizations. Delving into the psychology of rejection, we explore its impact on employee morale, loyalty, and ultimately, their decision to quit.
Summary
In most cases, internal job applicants who are rejected end up quitting: research indicates they are nearly two times as likely to leave their organizations compared to those who were either hired for an internal job or had not applied for a new job at all.
- Rejection can also engender feelings of envy toward the workers who “beat them out” for the job or lead employees to engage in counterproductive work behaviors
Did they interview with the hiring manager?
Interviewees who were rejected after interviewing with the manager were half as likely to exit as those rejected earlier in the process
- Getting an interview signals to the candidate that they already possess many of the characteristics needed to move into the job
- An interview provides a forum for hiring managers to give feedback to candidates about any knowledge and skills they may currently lack
Were they rejected in favor of an internal or external candidate?
Rejected candidates’ likelihood of leaving was cut in half if they were passed over
- Employees pay close attention to whether a colleague or an outsider was hired
- The past predicts the future: rejected internal candidates who were more similar to the winning candidate were more likely to stick around following a rejection
- Companies that strategically manage their internal talent market are better positioned to keep rejected employees onboard
