Main image of article Always the Runner-Up? 6 Reasons You’re Not Getting the Offer

The psychological impact of being a strong candidate who frequently takes second place can be significant, leading to disappointment, self-doubt, and long-term rejection.

That’s because many recruiters cut ties with all candidates once someone is hired, instead of considering “silver medalists”—runner-up candidates who almost got hired—for other opportunities.

If there’s a silver lining for silver medalists, it’s that you’re losing the job by inches, not feet, according to Madeline Mann, career coach and CEO of Self Made Millennial.

“Making it to the final round means you’re a strong, qualified candidate,” Mann said. “It usually takes just a few subtle, nuanced changes to go from runner-up to first choice.”

Break the pattern. Here are six things that might be keeping you out of first place—and the simple fixes that can make all the difference.

Summary

Hiring managers tend to choose candidates they like, connect with, and can see themselves working with, Mann explained. However, studies show that you may not be as likeable as you think, causing you to take second place.

In fact, 84 percent of job seekers think they're likeable, but only about 33 percent actually are. What’s behind the disconnect? Silver medalists often sound too scripted or come across as unnatural. Being negative or acting like a know-it-all can also turn hiring managers off.

Likeability comes from being genuine. Let your true personality show through transparency. Build trust and comfort by showing up as the person they’d actually be working with—not a stiff, rehearsed version of yourself.

Silver medalists often excel at explaining their prior experiences and achievements. But hiring managers are more interested in what you’ll do in the future.

Winners showcase their collaborative skills.

They engage in back-and-forth dialogue with the hiring manager, ask insightful questions, and try to understand the top three issues or pain points before presenting their talents as solutions, explained Barbara Gough, a career consultant. In short, they position themselves as valuable problem solvers.

For instance, a winner might say:

“In my experience, business process automation initiatives can fail due to poor planning, such as automating broken processes or failing to set clear objectives. Using a structured framework can alleviate these problems and more. What’s been the biggest challenge you’ve faced so far?”

By involving the hiring manager in a discussion, they create an exceptional level of comfort and confidence in their abilities.

When you articulate your vision, work philosophy, and approach—as well as your tactics—the interviewer gains a deeper sense that you’d be a great colleague, even if they can’t logically explain why.

Winners connect their past achievements to future potential by focusing on what they can contribute to the company, how they’ll grow into the role, and how they’ll support the organization’s goals.

By demonstrating the ability to look ahead, pivot, and adapt, top candidates give hiring managers a clear picture of how they’ll perform on the job.

Not using storytelling in job interviews is a missed opportunity to demonstrate your skills, build rapport, and stand out.

For example, a silver medalist might explain how they manage competing deadlines. A gold medalist tells a concise, vivid story about a time they faced that challenge—offering context, details, emotional connection, and a clear outcome or lesson learned.

A compelling story connects with the interviewer’s imagination and emotions. When two or three qualified candidates are in the running, stories can tip the scale more effectively than facts alone.

Storytelling also helps convey your character and how you approach challenges.

“Telling me what you did doesn’t tell me who you are,” Mann noted.

Gold medalists use stories to show how they handle pressure, resolve conflict, and collaborate, rather than simply explaining what they believe or how they think.

Character is often the deciding factor—the icing on the cake—that wins the offer.

Candidates who consistently land the job demonstrate a proactive ability to identify and address a hiring manager’s hidden concerns, the small factors that can set them apart from other finalists, Gough said.

Reiterating your interest in the role and asking whether the hiring manager has everything they need to decide shows both confidence and a desire to improve. It also gives you the opportunity to clear up any lingering doubts.

A thoughtful close can shift the dynamic from a one-sided evaluation to a two-way conversation where both parties assess whether they’re a good match.

When choosing between two strong candidates, hiring managers often favor the one who appears more enthusiastic and committed to the company and role. That candidate usually takes the grand prize.