If you’ve been job hunting in Canada, you’ve probably seen that line more than once:
“We decided to move forward with other candidates.”
It’s short, polite… and completely unhelpful.
You stare at it for a second, hoping there’s a clue hidden somewhere. But no, it’s the same line everyone gets.
Here’s the thing: this phrase doesn’t always mean what you think it does. It’s not necessarily a judgment of your worth or ability. Most of the time, it reflects how hiring actually works behind the scenes.
Let’s break it down honestly, no sugarcoating, no empty “stay positive” talk.
1. Sometimes, It Really Is About Qualifications
Let’s start with the obvious. In some cases, another candidate just lined up better with what the company needed.
Maybe they had that one specific certification. Maybe they had direct experience in a niche system. Or maybe they’d already done the exact same role at another company.
It doesn’t mean you were unqualified, it means someone else ticked a few more boxes.
What you can do: Revisit how you’re presenting your skills. Are you making your transferable experience clear? Are you surfacing the most relevant parts first, or burying them in bullet points halfway down the page?
2. Timing and Pipelines Matter More Than People Realize
Here’s a truth most candidates never hear: sometimes, the decision was made before your application was even opened.
Many companies already have a few people in mind before the posting goes live. Internal candidates. Referrals. People sourced through staffing agencies weeks earlier.
So by the time you apply, the role might already be in its final interview round. That rejection email isn’t about your résumé being “bad”, it’s about timing.
What you can do: Stop relying only on job boards. Build relationships with recruiters, get referrals, and tap into hidden networks. Being early matters more than being perfect.
3. Fit Isn’t a Buzzword. It’s Real
Even if your qualifications line up perfectly, hiring managers think about more than skills. They look at how someone will blend into the team, communicate under pressure, and align with the company’s way of working.
Maybe another candidate’s style clicked better with the panel. Maybe they’d worked in a similar environment before. Maybe they asked sharper questions in the interview.
What you can do: Don’t just recite your skills. Show curiosity about the team. Ask thoughtful questions. Connect your experience to their goals. Fit isn’t about pretending to be someone else, it’s about showing how you’d fit into their story.
4. Sometimes, It’s Just a Polite No
Let’s be real: sometimes that line is just a polite way to close the loop. Not every recruiter can (or will) give detailed feedback, legal reasons, time constraints, or simple volume.
It stings. But it’s not the end of the road.
What you can do: If you got to the interview stage, it’s okay to ask for feedback. Keep it short and polite. You won’t always get a response, but when you do, it can be gold.
5. Rejection Is Data. If You Know How to Read It
It’s easy to take rejection personally. But if you step back and treat it like market feedback, you’ll see patterns.
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Are you applying too late?
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Are your strongest skills not coming through clearly enough?
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Are you applying for roles that don’t actually align with your background?
The candidates who treat every “no” as information, not defeat, adjust faster and land stronger opportunities.
You Don’t Have to Do This Alone
That email will never feel good. But it doesn’t have to define your search.
Understanding what “We decided to move forward with other candidates” really means gives you power. It turns rejection into strategy.
And if you’re tired of hitting that wall alone, let’s talk. We can help position you better, get your profile in front of the right employers, and open doors that job boards can’t.
(844)-929-2340
info@axcesstms.com
www.ascesstms.com
Your next rejection email could be the turning point, if you know how to use it.