Can You Appeal a Job Rejection?

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I agree with Anonymous. I think that in some cases, employers don't give an accurate representation of the job in the posting.
For example, I had a phone interview a couple of weeks ago for a position at a local corporate office of a national company. They posted the description in what I thought to be clear terms, as well as the qualifications (both required and preferred) for the job. I fit all of them and then some, and from the job description it sounded like it was something I was proficient in doing and something I would want to do.
However, during the phone interview, the interviewer asked me what made me qualified for the position and why they should hire me, first saying that he assumed I knew what the job entailed. So I clearly laid out what made me qualified for the position and why I should be hired. Then the interviewer asked me questions about qualifications that seemed miles away from the position as described - stuff that has nothing to do with my field at all. Then after that he said that the position entailed something totally different than what was described in the posting, and that people who do the kind of work I do in their company (what the job looked like it was for) are in New York City.
On one hand, I'm glad to have been given the heads-up about the company organization and where to apply for jobs relevant to my professional background. I'm also glad that it wasn't an in-person interview.
At the same time, it would be nice if employers were more accurate in their job descriptions. HR should remember that job applicants are oftentimes on the outside looking in, and all we can go on is the description. If it's getting misinterpreted, it's going to hurt the company/department because they may not find the kind of applicant they're looking for, and like you mention Alison, you get lots of applicants that do not understand what the job is about. Accurate communication is important, not only on the applicants' part, but on the employers' part. If you do not properly communicate what the job is about, it's unreasonable to expect for job applicants to read your minds.

Jaye of OH 10:50PM September 14, 2011

"Or maybe you don't have an accurate understanding of what the job is all about, and therefore your opinion of how qualified you are is built on an erroneous foundation."
Upon reading the above, my mind formed a picture of a train grinding to a dreadfully screeching halt. Your applicants don't have "an accurate understanding" of what you are requesting, and are building an "erroneous foundation" in their cover letters and/or resumes? Don't you think that it is a part of your job description to provide an accurate representation of the available position?
It's like putting in an advertisement, "looking for someone with experience making food for a fast-food industry." Someone sends you an application saying they were a God of making hamburgers for Burger King. You reject them because you're looking for someone who's good at making tacos and burritos - perhaps someone who had previously worked at a Taco Bell.
Tl;dr - save everyone's time, including yours, by being accurate about what you are looking for in the first place.

Anonymous 3:36PM August 21, 2011

Hi Alison,
If the unsuccessful candidate achieved a points score over what was the target amount to be offered the job, yet still didn't get offered the job - what then? Do you think there would be grounds for appeal?
On a similar theme, if this candidate was not given a role for a specific reason, for example, lack of experience in a particular field, but another candidate with the same (or lesser) experience was given the same job despite a lower points score - what then?
I like to think I'm not bitter as per some of the other comments here. I would just like to know whether or not there is actually good reason for me to try an appeal because at the same time I wouldn't want to scupper future opportunities which may arise.

AN Other 5:29AM June 13, 2011

I think HR"professionals" tend to forget these are human bengs with feelings that they are dealing with. Do you honestly think that your "policies" get you the best person for the job? You only get the best actor at the time of interview. F U all!

Guess who 2:00AM April 20, 2011

interviewers should realize that job seekers also do background check of them. I know less qualified & inexperienced people sitting in higher positions than they deserve. Connections...and more connections...opens you all the doors...skills are not important at all.
If you are good faker and ass kisser with good connections you get the job...rest is not important at all.

Michael of AL 7:44AM January 16, 2011

If I saw this article as a sample of your expertise as a writer, I would reject you because you have poor writing skills.

anonymous of MA 1:31PM October 08, 2009

The more I read these articles, the more I appreicate my job so I don't have to kowtow to people like this woman who writes all these so called "expert" advice manager articles. IMO, they are cold, judgmental to the point of being extreme and denote an inordinate amount of hubris, which may go hand in hand with those in charge of prospective employees.
In any case, I am eternally grateful I never have to go to this woman for a job.

Susan Lancaster of DC 10:43AM July 23, 2009

Would you consider this the same as a candidate that had several interviews asking the hiring manager to reconsider his or her application in the case the person they selected didn't work out? I know some job hunting sites suggest candidates do this, but does it actually help their chances or hurt them (or neither)?

kk 1:36PM April 20, 2009