Rejecting candidates without burning bridges

Recruiters reject more candidates than they hire.  Learning how to do it with grace will create a positive candidate experience. Candidates who feel they had a positive experience with your company regardless of the hiring outcome, are more likely to consider future job opportunities with your company.

Reject candidates as soon as possible:

By reaching out to the candidates as soon as possible, you show them that their time is valuable. Candidates will want to hear, even if you are sharing bad news, avoid waiting weeks to send rejection emails.

Personalize your communication:

It is best to reject candidates who were on the final hiring stage over the phone. This will give you a chance to thank them for their time and give them constructive feedback. If it is not possible to speak with them, try sending a personalized email and build an actual relationship – it will make a good recruiter stand out.

Give honest and useful feedback:

Be honest by offering specific feedback to help them understand why they were turned down. If the company uses scorecards make sure you read the positive reviews and the negative ones to try to help the candidate interview better in the future.

Ask for candidate’s feedback:

Getting feedback from the candidates is also a good way to gauge the candidate experience. If your company has a candidate experience survey invite them to complete it.

The way you turn down candidates might shape their lasting impressions of your company. Effective communication during your rejection process improves your employer brand and will help you hire qualified candidates faster in the future.

By Artyse Esannason | People Science Talent Advisor

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From our inception in 1997, companies have relied on People Science to “break the code” of their toughest and most complicated recruiting efforts. Acknowledging the importance of taking a fresh approach when in a War for Talent, we challenge ourselves to create processes, methodology and “out of the box” recruiting ideas to bring resolution to our clients’ critical staffing goals. As a result we have completed many RPO projects in our tenure and consider ourselves pioneers in the field of Recruitment Process Outsourcing (RPO). People Science provides End to End, Augmentation and Project RPO Services.

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