How to Reject Candidates and Boost Your Employer Brand
Lets face it, in any situation rejection isn’t easy for the person doing it or the person getting it. However when it comes to recruiting, employers have a certain responsibility…
Lets face it, in any situation rejection isn’t easy for the person doing it or the person getting it. However when it comes to recruiting, employers have a certain responsibility to not only reject candidates that didn’t get a job, but to do it the right way.
Why? Well, just like dating, interviews are nerve wracking. Most candidates who have reached that point are hopeful for more, they’ve invested time and effort in the company, they’re keeping their fingers crossed that they’ll get another call…
And when it doesn’t come, it’s pretty disappointing. Not that different to being unceremoniously dumped by a guy or girl that you’re really in to. However unlike dating, it’s not difficult or weird to send someone an email explaining why they didn’t make the grade.
The simplest way to reject candidates is to send a standard email with something along the lines of this:
We’re sorry but you didn’t get the part of (Job Title)
Thank you for your interest in our company, we wish you all the best for the future.
Voila! You’ve put someone out of their misery – but a no-thrills email isn’t necessarily the best way to reject candidates. A little extra effort can go a long way, not only in maintaining your overall reputation as an employer but in building a pipeline of future talent.
There’s a fair chance that your candidate made it as far as interview because in one way or another, they had talent. Unless the reason behind their rejection is a complete lack of social or technicals skills, it’s usually worth keeping them in mind for future positions.
This is where more than common courtesy can come in handy. Tailor your message to your candidate, tell them what impressed you about them. Let them know that they haven’t made it this time, but you hope to hear from them again in the future.
Least of all, a little extra effort can go a long way with your employer branding. After all, you never know who your next brand ambassador is going to be. We’re all familiar with the saying ‘any press is good press’ right? Well, it doesn’t apply to employer branding.
Negative opinions are bad enough, bitter candidates spreading bad news like wildfire via social networks can be more than detrimental. So, don’t let the way you reject candidates become a reason for bad press. Let people down, and do it nicely.
We all know that recruiting can be a long hard slog, and finally getting to the point that you’ve found someone is awesome. In the heat of the moment it’s pretty easy to forget that there’s other candidates that need your attention.
softgarden doesn’t just make sure you reject your candidates properly, but it’ll make sure you don’t forget.
First of all, you can set up a standard rejection letter to send to applicants with the click of a button. However, as mentioned it’s nice to add a little extra feedback. The software will remind you to send the letters, all you have to do is decide what’s written in them. Smart right?
softgarden also offers your candidates the option of joining your talent pool. It’s an added bonus that’s appreciated by most job seekers (I mean, who doesn’t like getting job vacancies sent straight to their inbox?). Plus, when the time comes for a new hire you already have some great candidates lined up and waiting.
Either way, it’s important to make sure you reject candidates with compassion and poise. The world is full of bad guys, be a nice guy 🙂
Image reference – Flickr Forwardstl