Excerpt: For most firms, candidate disappointment or rejection is a common phenomenon. Here’s how you can handle the situation effectively!
Did you know that 52% of candidates who were given feedback were likelier to continue a relationship with the company?
One of the important steps in the hiring process is Candidate Rejection.
Numerous studies have shown that how candidates believe they were treated, regardless of whether they get the job, is essential to a company’s brand.
Rejected applicants are likely to recall and disseminate their negative perceptions of your company’s hiring methods because human beings are hardwired for negativity.
But by fostering a great application process, HR can turn every applicant into a brand advocate—whether or not they were employed.
What is the Most Common Error which Recruiters make during Candidate Rejection?
Leaving candidates in the dark is the most significant error recruiters can make. It’s simple to dismiss candidates who won’t be hired, yet these candidates took the effort to apply and demonstrated interest in your business.
The most remarkable talent is continuously attracted by recruiters who understand the importance of building relationships with applicants.
The firms leading the charge for an outstanding applicant experience are also the ones attracting the best talent because they treat their current employees better or value personal recognition at an organizational level.
More than anything, responding is merely polite behavior.
Treating everybody with the utmost respect in both your personal and professional life is an excellent general rule. Candidates for your organization ought to be the same.
Importance of Positive Candidate Rejection
A favorable hiring procedure is advantageous both now and in the future, especially regarding rejections.
From the standpoint of employment branding, having a rejection procedure that your candidates poorly regard has a detrimental effect on your capacity to attract top personnel. News spreads quickly when applicants are rudely rejected—or worse, when they never hear back from you.
Potential candidates will learn about your hiring procedure, whether it’s through social media or word of mouth. Maintaining a swift, responsive, and passionate approach promotes your company to both present and potential candidates.
How to Communicate Rejections with Candidates?
You can send the rejected candidates a candidate rejection letter or an email.
A letter or email of candidate rejection is something a company sends to job seekers who didn’t advance to the next round of the hiring process.
Writing and delivering a short, positive rejection letter is not only a compassionate act but also an appropriate and businesslike approach to dealing with your applicants.
A strong rejection email or letter enhances your candidate experience and establishes strong employer engagement.
Candidates value receiving formal job rejection emails from organizations to which they took the time to apply.
A candidate’s experience doesn’t end when you decide not to hire them. Candidates that don’t get the job may be the ideal fit for another position that is currently open or that opens up in the future.
Being honest and direct is the most excellent approach to expressing rejection. There’s no need to tease them or suggest that a position might become available later.
Candidates will respect your honesty if you speak the truth to them. So even though hearing you’ve been rejected is never fun, at least you can go on to your next chance.
Every denial must be viewed as a chance for applicants to advance. You can advise them on how to improve in the future if you notice any problems. Just make sure you approach it constructively.
Instead of mocking them for typos, recommend that they concentrate on their attention to detail to increase their chances of landing jobs with other organizations. Even if it’s a rejection, enthusiasm, openness, and constructive dialogue will always result in a great outcome.
Most importantly, make sure you follow up with them. An answer of any kind is preferable to none.
Just remember that your response will directly affect the reputation of your business. There are several reasons to give your rejection approach the same amount of thought as you do your hiring strategy.
Guide to Rejecting Candidates
Building a great hiring experience requires a thoughtful strategy for rejecting candidates. But, if you do it correctly, it will leave a positive, long-lasting impression on prospects who might wish to keep in touch for future positions.
Consistent communication and helpful criticism may encourage applicants to tell their contacts about your open positions.
Here are tricks to create a positive candidate experience, even if rejected.
1. Email within Three Days after the Application Process
Every applicant should receive an email confirmation of their submission since first impressions matter. But it’s crucial to notify a candidate as soon as it’s evident they are not a good fit for the position.
You were sending rejections the same day can give the impression that your company didn’t spend enough time reviewing potential submissions.
Communicate with applicants you’re not likely to consider for future employment using a typical rejection email. Use these recruitment email templates to save time!
Businesses are constantly expanding and adding new employment opportunities. Use customized emails for rejected candidates you want to re-visit in the future.
According to sources, 78% of candidates believe that how they are treated during the hiring process is how the company treats its employees.
2. Communicate within Two Days of Phone Screening
Rejecting a candidate at this level can be done via email or phone call, depending on the nature of the phone screen and your preferred form of contact.
If you have a lot of candidates at this point, think about using a template to reject a candidate via email rather than phone.
Transparency is crucial at this point, so be willing to share feedback over the phone, especially if a virtual skills-screening test was administered.
Regardless of how you get in touch with prospects, always provide them concrete, skill-based feedback that starts with their strong points.
Even though most candidates prefer phone calls to emails, only 7% of applicants now receive this rejection notification.
3. Email within Two Days of Onsite Interview
According to LinkedIn research, 94% of candidates want feedback after an interview.
It takes additional care to reject a candidate at this point because you’ve probably grown close to them.
Avoid giving them ambiguous feedback that can offer them false hope. Instead, be understanding and provide helpful criticism to aid candidates in their upcoming job searches.
Use a template email to notify the applicant that their application will not be considered within two days of the interview.
Use your discretion to determine your relationship with the prospect and whether or not they are amenable to a call. Making a phone call to them may allow you to offer even more thorough comments.
In Final Words
Not all applicants will be able to handle rejection properly. Therefore, you must share practical advice to demonstrate your sincere desire for the candidate’s success and to persuade them to reapply for any upcoming open positions with the organization.
In addition, surveying rejected candidates can help you analyze and enhance your hiring process and give candidates feedback.
Take into account these strategies to assist you in getting ready for your conversations about rejection and maintaining contact with candidates.