Getting interviews, but no offers
Discussion
Afternoon all.
Long term poster here but changing ID as people know me here.
I ve ended up in a tight spot work wise and cannot seem to close a job offer despite plenty of interviews .
I am starting to feel like I am genuinely being seen as to old and past it , at 60.
I have interviewed for roles I could do with my
Eyes shut and still not had an offer .
My mental health and confidence
Is collapsing due to the constant knock backs- I ve never ever found it hard to get work in the past.
I have a multiple skills that I don t have verification for , as it wasn t needed when I learnt them , this prevents me applying for roles that I could do .
I m aware that AI is being used to scan CV and that
My own resume wasn t professionally put together - it does still mange to get me interviews though.
I need to try and understand what s going on and why I m not getting the final offers .
Advice welcome
Long term poster here but changing ID as people know me here.
I ve ended up in a tight spot work wise and cannot seem to close a job offer despite plenty of interviews .
I am starting to feel like I am genuinely being seen as to old and past it , at 60.
I have interviewed for roles I could do with my
Eyes shut and still not had an offer .
My mental health and confidence
Is collapsing due to the constant knock backs- I ve never ever found it hard to get work in the past.
I have a multiple skills that I don t have verification for , as it wasn t needed when I learnt them , this prevents me applying for roles that I could do .
I m aware that AI is being used to scan CV and that
My own resume wasn t professionally put together - it does still mange to get me interviews though.
I need to try and understand what s going on and why I m not getting the final offers .
Advice welcome
lizardbrain said:
more info? sector, role, location, company size etc
Service engineer in a variety of dispensed drinks .Groundsman (Nov 2014 – present)
Engineering Stores Controller (Nov 2024 – Dec 2025)
Field Service Engineer (Feb 2022 – Oct 2025)
Service Engineer (Oct 2019 – Feb 2022)
Service Engineer (Oct 2015 – Oct 2019)
Yard Foreman (Oct 2014 – Oct 2015)
Driver/General Assistant (Apr 2008 – Oct 2014)
Parts Advisor (Jun 2007 – Apr 2008)
Parts Advisor (Oct 2006 – Jun 2007)
Parts & Accessories Manager (Oct 1997 – Jun 2006)
Parts Advisor (Oct 1995 – Oct 1997)
In my day I did recruitment interviews for a civil service department. The bit I always disliked was that of (say) 20 candidates that passed the initial screening, we only had jobs for about 7. Under civil service rules we had to interview all candidates that met the job criteria, so were left with about half getting jobs, the rest not. On a different day, with different set of candidates, they would have been offered a post. It must have been very dispiriting for them.
One lesson that did come across was that the candidates that were more likely to get the job offer were those that engaged with the interviewers sooner (best were the interviewees who took command more less as soon as they entered the room) rather than later and didn't need to be prompted by the interviewers. We aimed for a 1:7 ratio of interviewer : interviewee talk ratio. Those that fell short or needed lots of prompting were less likely to get through the process. And of course the more the interviewee talks, the less time the interviewer has to ask potentially awkward questions! It also helped if the interviewee had actually looked up what the job he / she was applying for actually was.
Having said the above, in my experience, many if not most jobs are found via contacts / friends of friends / etc. Basically ask around & don't be shy of knocking on doors. One chap I knew simply drew up a rota & went around the local industrial estates asking what jobs they had. It took a few months, but eventually a post turned up, & he's still doing the job, years later.
One lesson that did come across was that the candidates that were more likely to get the job offer were those that engaged with the interviewers sooner (best were the interviewees who took command more less as soon as they entered the room) rather than later and didn't need to be prompted by the interviewers. We aimed for a 1:7 ratio of interviewer : interviewee talk ratio. Those that fell short or needed lots of prompting were less likely to get through the process. And of course the more the interviewee talks, the less time the interviewer has to ask potentially awkward questions! It also helped if the interviewee had actually looked up what the job he / she was applying for actually was.
Having said the above, in my experience, many if not most jobs are found via contacts / friends of friends / etc. Basically ask around & don't be shy of knocking on doors. One chap I knew simply drew up a rota & went around the local industrial estates asking what jobs they had. It took a few months, but eventually a post turned up, & he's still doing the job, years later.
Sandonato said:
lizardbrain said:
more info? sector, role, location, company size etc
Service engineer in a variety of dispensed drinks .Groundsman (Nov 2014 present)
Engineering Stores Controller (Nov 2024 Dec 2025)
Field Service Engineer (Feb 2022 Oct 2025)
Service Engineer (Oct 2019 Feb 2022)
Service Engineer (Oct 2015 Oct 2019)
Yard Foreman (Oct 2014 Oct 2015)
Driver/General Assistant (Apr 2008 Oct 2014)
Parts Advisor (Jun 2007 Apr 2008)
Parts Advisor (Oct 2006 Jun 2007)
Parts & Accessories Manager (Oct 1997 Jun 2006)
Parts Advisor (Oct 1995 Oct 1997)
I have a friend who was in a similar situation. At interviews, he started saying that he was no longer trying to build a career or climb the pole; he just wanted to make best use of his significant experience and broad skillset.
He got a couple of offers very soon after changing his approach.
I suspect size if company makes a difference. Owner-managed business are probably more open to 'non-standard' candidates.
He got a couple of offers very soon after changing his approach.
I suspect size if company makes a difference. Owner-managed business are probably more open to 'non-standard' candidates.
lizardbrain said:
If you are getting the interviews there is some mismatch between what you want from the job, and what they are willing to give you. Any idea what this is?
No, not really ….Everything I’ve interviewed for , I have had previous experiences of doing .
I need to full time job , and I have good work ethic.
I enjoy being part of a small team that is helping the company succeed .
Sandonato said:
Terminator X said:
Call them back and ask why you didn't get the job? Alter something based on that feedback.
TX.
I have replied to the knock back email asking for feedback, however , that usually just ends with a more suitable candidate type answer .TX.
Maybe a phone call might help as they have to be careful on email I guess Vs by phone nowt is in B&W.
TX.
If you're getting interviews but no follow-up offers, its likely either:
- you don't have the skillset / criteria they need,
- you're saying the wrong things at interview and not coming across well,
- you're not doing much in the way of prep tailored to the company you're interviewing with.
Do any of these resonate at all? You may have loads of skills, but are they the skills the jobs need? Are you over/under-selling yourself when interviewing, are you chatty and come across well, are you curt, do you have a nonchalant approach, are you a bit of a marmite personality? First impressions count and if you make a negative first impression (arrive late, look scruffy, etc), doesn't really matter what else you say.
All just food for thought.
- you don't have the skillset / criteria they need,
- you're saying the wrong things at interview and not coming across well,
- you're not doing much in the way of prep tailored to the company you're interviewing with.
Do any of these resonate at all? You may have loads of skills, but are they the skills the jobs need? Are you over/under-selling yourself when interviewing, are you chatty and come across well, are you curt, do you have a nonchalant approach, are you a bit of a marmite personality? First impressions count and if you make a negative first impression (arrive late, look scruffy, etc), doesn't really matter what else you say.
All just food for thought.
Sometimes it may be nothing more than they have to pick between a couple of good candidates, and they just on this occasion picked the other, not that you did anything wrong.
Face fits is also important, that is they'll pick a candidate that they think they'll get on with, not necessarily the strongest CV.
Face fits is also important, that is they'll pick a candidate that they think they'll get on with, not necessarily the strongest CV.
Sandonato said:
andrew-6xade said:
Same company, if not, how many different companies?
All different companies Some great insights shared above to help try to explain the phenomenon of cracking the hard bit (getting shortlisted), but not sealing the deal.
I’m afraid, if all other things are equal, it usually comes down to ‘fit’; who do they like the most. Which is why in most cases, asking for feedback is futile, as it will be rare to hear the truth.
As touched on above, first impressions at interview are crucial, especially if you haven’t met the hiring manager prior to interview. Evidence suggests that a panel will be more forgiving if you make a great first impression, and less forgiving if you don’t.
Unless you can think of anything else, some interview coaching might be helpful, which should also cover all aspects of first impressions. Having an independent make an assessment could be a great investment.
Otherwise, just keep trying and you might get lucky and be that person who fits best with the hiring manager’s requirements.
Good luck!
I’m afraid, if all other things are equal, it usually comes down to ‘fit’; who do they like the most. Which is why in most cases, asking for feedback is futile, as it will be rare to hear the truth.
As touched on above, first impressions at interview are crucial, especially if you haven’t met the hiring manager prior to interview. Evidence suggests that a panel will be more forgiving if you make a great first impression, and less forgiving if you don’t.
Unless you can think of anything else, some interview coaching might be helpful, which should also cover all aspects of first impressions. Having an independent make an assessment could be a great investment.
Otherwise, just keep trying and you might get lucky and be that person who fits best with the hiring manager’s requirements.
Good luck!
Sandonato said:
lizardbrain said:
more info? sector, role, location, company size etc
Service engineer in a variety of dispensed drinks .Groundsman (Nov 2014 present)
Engineering Stores Controller (Nov 2024 Dec 2025)
Field Service Engineer (Feb 2022 Oct 2025)
Service Engineer (Oct 2019 Feb 2022)
Service Engineer (Oct 2015 Oct 2019)
Yard Foreman (Oct 2014 Oct 2015)
Driver/General Assistant (Apr 2008 Oct 2014)
Parts Advisor (Jun 2007 Apr 2008)
Parts Advisor (Oct 2006 Jun 2007)
Parts & Accessories Manager (Oct 1997 Jun 2006)
Parts Advisor (Oct 1995 Oct 1997)
Start from 2008 or 2015 employment - nothing earlier
Why did you only last 13 months in last role - review your response to that question - be only positive about prior employers
Review your cv using ai
Be very clear about your objectives - eg seeking 5 years work + what you bring
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