Recruiting an individual should be an entirely unemotional and logic-driven exercise. Unfortunately, this is not always the case as many people will allow their feelings and emotions to influence decisions that they have to make. For an interview candidate, this phenomenon creates problems and opportunities.
You and everyone else involved in an interview may know that you are the perfect candidate in terms of skills and experience. However, other concerns of a more personal nature also have a large part to play. Many candidates fall short because they are unable to convince the interviewers of their suitability as measured by the employers’ concerns. The converse of this applies as well, whereby you might not be the best in terms of skills and experience, but you are a perfect fit when it comes to the personality side of issues considered.
It often happens that the best person for the job in terms of skills and experience is not the one appointed. Other people not involved in the interview process often meet this regular occurrence in the workplace with bewilderment and disbelief. It may be that you yourself were overlooked for a role or a promotion when you believe that you were the best person for the job. If you understand that the entire package represented by a prospective employee is evaluated, you may then understand why this may have happened to you.