Employer Perceived Factors Associated with Candidate Rejection: An Exploratory Study at a Malaysian Polytechnic Career Event

Jamaah Suud; Siti Noor Aishah Mohammad; Lee Kong Fah

Authors

Jamaah Suud Department of Electrical Engineering, Politeknik Kuching Sarawak, 93050 Kuching, Sarawak, Malaysia
Siti Noor Aishah Mohammad Department of Information and Communication Technology, Politeknik Kuching Sarawak, 93050 Kuching, Sarawak, Malaysia
Lee Kong Fah Department of Civil Engineering, Politeknik Kuching Sarawak, 93050 Kuching, Sarawak, Malaysia

Keywords:

Candidate rejection, graduate employability, person-job fit

Abstract

Graduate employability remains a concern because academic qualifications alone do not ensure alignment with employers' requirements. Previous research identifies job fit and interview-stage competency signaling as important recruitment considerations, but employer perceptions after polytechnic career events remain underexplored. This exploratory study examined candidate-related rejection factors reported by employers at a Malaysian polytechnic career event. A descriptive cross-sectional, employer-level survey involved 19 representatives from 19 organizations conducting face-to-face interviews. Eight candidate-focused Likert items were summarized descriptively, and substantive open-ended feedback from 15 respondents was examined thematically. Another candidate being viewed as a better fit (M = 4.16, SD = 0.76) and mismatch between skills or experience and job requirements (M = 3.95, SD = 0.78) received the highest mean ratings. Five themes described qualifications and experience mismatch, candidate-vacancy matching, interview preparation and employer knowledge, communication and professionalism, and attendance and punctuality, including interview no-shows. The findings suggest targeted vacancy matching, company research, mock interviews, and technical-communication activities as possible career-readiness interventions. Since ratings were not linked to individual candidates or actual decisions, the results describe employer perceptions only; intervention effectiveness also remains untested. The study offers context-specific exploratory evidence rather than generalizable predictors of candidate rejection.

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References

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