November 2019
6 Crucial Tips for Delivering a Rejection
Let’s face it, job hunting and going through a recruitment process is not the most fun activity. Candidates pour their time and energy into applications, interviews and assessments, only to face the nerve-wracking wait for feedback. For many, the waiting period that follows an interview can be more unsettling than a rejection itself, and if that feedback never comes at all it paints a negative picture of your employer brand.
For employers hiring in competitive sectors like procurement and supply chain, rejection can feel like the worst part of the process. No one wants to be the "dream crusher," but following good candidate rejection practises can support your employer brand and help maintain relationships with potential future hires.
Discover 6 tips for delivering a rejection with empathy, professionalism and clarity, and why doing so can benefit your business in the long run.
When it comes to rejection, timing is everything. Ideally, you should aim to send a rejection within a week of the interview. While delays are sometimes unavoidable, keeping candidates updated along the way helps to mitigate frustration.
Deciding whether to reject a candidate via email or phone call depends on a few factors, including the stage of the process and the strength of the candidate. For most candidates, an email is an appropriate and efficient way to deliver a rejection.
However, for top candidates or those who made it to the final stages of the process, a personal phone call is a nice touch.
One of the most important aspects of delivering a rejection is clarity. While it's tempting to use vague language to soften the blow, this doesn't help the candidate understand why they weren’t selected.
Instead, be clear about your decision while maintaining a respectful tone. Focus on the qualifications that led to the decision and avoid overly personal comments.
One of the most common requests candidates have after a rejection is feedback. Providing constructive feedback can be incredibly valuable for candidates and it’s also a great way to demonstrate that you’ve considered their candidacy.
Just because a candidate isn’t the right fit for a particular role doesn’t mean they won’t be the perfect fit for something in the future. If they were a strong candidate, it’s worth letting them know you’d like to keep in touch for potential future opportunities.
A little gratitude goes a long way. At the end of your rejection message, take a moment to thank the candidate for their time, effort and interest in your company. They’ve invested in your business by applying and interviewing, so it’s good practise to acknowledge their effort.
Rejection is never easy, but it’s an inevitable part of the hiring process. The key to maintaining a strong employer brand is how you handle it. By delivering rejections with professionalism and respect, you not only protect your company’s reputation but also set the stage for future opportunities with top talent.