How Do You Politely Reject A Candidate
It’s best to be concise and appreciative of their application. Be sure to thank the candidate for their application and consider giving reasons as to why you chose the final candidate. Avoid long explanations and giving reasons for why a candidate was declined. In addition, choose your words wisely. Even though you want to be clear, avoid using words such as ‘rejected’.
Ways To Reject A Candidate Professionally And Painlessly
Finding theideal candidate is one thing, but what about the ones who narrowly missed out?
Simplydiscarding them is unprofessional and can put them off ever applying again which could come back to bite you in the backside further down the line.
The truth is, rejection is part and parcel of the recruitment process.
However, if you do it in the right way, you can keep your companys reputation intact and help inspire other applicants in their careers too.
In fact, a widely-publicised report about the cost of poor candidate experience at Virgin Media, cost them £4.4m in 2014.
Its believed that more than 130,000 candidates applied for jobs that year, with 18% of them being existing Virgin Media customers.
Due to a poor candidate experience, over 7,500 of them cancelled subscriptions and switched to another provider!
Can you afford to take that risk?
With this inmind, here are some top tips on how to reject a candidate without upsetting anyof the candidates.
Rejection Is Not Feedback
Do not just assume that everything you are doing is wrong because you did not get the job. It is perfectly acceptable to politely ask the recruiter or employer for more detailed feedback about your interview in order to help you improve. Remember though, interview feedback can sometimes be bland and unhelpful, so do seek out other genuinely useful feedback where possible. You could seek the advice of an HR professional and try out a mock interview in order to practice and get some constructive criticism.As a recruiter, we endeavour to follow up on interviews and give feedback to candidates wherever possible. However, we are only able to pass on the feedback that is provided to us which is not always forthcoming from busy employers.
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Be Professional And Considerate
While its likely the applicant will be disappointed no matter how you frame the rejection, using professionalism and consideration can diminish any negativity they may feel toward you or the company. Consider using the Sandwich Method where you deliver less welcome news between two positive messages. For example, you might start by letting the applicant know youre impressed by a specific skill or experience, tell them youve chosen to move forward with another candidate and then finish by thanking them for their time and wishing them the best of luck in their future endeavors.
Your Second Or Third Choice
As with any candidate who interviewed for the role, this candidate deserves something more personal than a form letter. If she was one of your top choices, she probably knows it and will be disappointed by the news. Along with an email, you might also call to offer feedback and thank her for her time. Encourage her to stay in touch in case other opportunities arise later on.
Example:
Dear :
Thank you for the time you have invested in the interview process for . We were truly impressed by your credentials and qualifications. This letter is to inform you that we have decided to offer the position to another candidate and will not be moving forward with your candidacy at this time.
Please know that we did not make this decision lightly. We enjoyed meeting you and appreciate having the opportunity to learn about your skills and experience.
We do believe you would be a valuable addition to our company and will keep your resume on file and alert you of any openings for which you qualify in the future. We encourage you to reach out as well. Feel free to call me at should you have any questions now or in the future.
We wish you much personal and professional success.
Sincerely,
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Helps You Retain The Candidates As Customers
The negative experience that a job applicant has in your company can extend to a negative attitude towards your product. The candidate may not want to associate with a company that they feel has mistreated them. Imagine the extent of this damage on several candidates, or the risks that the company may incur when the negative experience is communicated to other candidates or customers.
Unhappy With Compensation/benefit Package
Perhaps they had another offer that they felt was better, or maybe you were not willing to move closer to what the candidate wanted, and they weren’t willing to move down to what you were offering. When hiring, you must never forget that great talent is going to cost you. It is important to ask why a candidate declined the offer the better improve recruiting and selling jobs in the future.
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The Applicant Who Made It Relatively Far In The Hiring Process
Someone who came in for at least one interview deserves a more personal rejection letter. Along with stating that you’ll be moving forward with other candidates, mention her strong qualifications. If appropriate, you might encourage her to apply for another position now or in the future.
Make sure this candidate doesn’t receive a form rejection notice along with the more personal letter. This will undo the effort you’ve made to build bridges.
Example:
Dear :
Thank you for taking the time to interview for . We truly appreciate your enthusiasm for and were impressed by your credentials and commitment to .
We’ve met with a number of impressive applicants and have decided to move forward with other candidates at this time. We did not make this decision lightly and value the time and effort you have invested in the hiring process.
We will keep your resume on file and alert you of any openings for which you qualify in the future.
We wish you luck in your job search.
Sincerely,
What To Write In Your Letter
This thank-you note reminds them of you because you included the following elements in your note:
- Thank you for letting you know the outcome of the search, even though they didnt choose you.
- Thank you for the time, courtesy, and consideration shown you during the interview process.
- Express your disappointment in not getting the job.
- Express your appreciation for the opportunity to learn about the organization and meet the people working there.
- Reiterate your continued interest in working in their organization.
- Request that they get in touch with you for the next time a job is opened.
Keep it brief, but clear and cordial. Disappointment is OK. Anger is not.
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Rejecting A Candidate Using A Video
When you first think about it, recording videos can seem complicated. But with the right video emailing software, you can actually save time, add a personal touch and have better control over your recipients feedback.
Video brings thoughtfulness, simplicity and creativity into the recruitment process and this is exactly what recruiters need, especially in the last phase of the recruitment process and in cases when you need to tell candidates that they didn’t get the job.
Sending a video email to your candidates that didnt get the job will make this situation a little bit easier for them as he will get the feeling that you truly appreciate their effort.
What Is A Rejection Email
A job rejection email response is a professional courtesy to job seekers who haven’t been successful after submitting an application or attending an interview.
Once you’ve decided whom to interview or employ, it’s essential that you let unsuccessful candidates know as soon as possible.
There are no real rules on job rejection emails, but you should definitely send one. Sadly, many organizations don’t bother.
Job platform Workable found that 75% of job seekers never receive a reply after sending an application. A further 60% never received any feedback after an interview.
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Rejecting A Candidate With An Email
Email – the most common professional way of communicating may seem as a reasonable choice for delivering the news. It is easy, you can just use the candidate rejection email templates, which can be personalized and sent in bulks using your Applicant Tracking System. And thats it – you are done. A piece of cake!
The problem is that sending a rejection email can be seen as impersonal and cold. Imagine disappointed faces on the other side of the screen when they read this type of email and find out that they didn’t get the job.
Even though it might seem like email is the easiest way to deliver bad news to your candidates, you should consider other options that are more in line with your Talent Acquisition strategy.
Rejection Letter After A Job Interview Email Example
Subject: Marketing Associate Position
Dear Ms. Hagardon,
I appreciate you taking the time to meet with me to discuss the Marketing Associate position at ABC Company. Your time and interest in the position are much appreciated.
I would like to inform you that we have filled the position. However, we will keep your application on file for consideration if there is a future opening that may be a fit for you.
Again, thank you for meeting with me.
Best regards,
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Company Culture Isnt A Good Fit
When you are interviewing a candidate, you must remember that they are also interviewing you. Gen Yâs, more than any other generation, is concerned with company culture. As the leader of your company, you must make sure you create a culture where people want to work. Reflect on the type of place people want to work in and then create that in your business.
Additionally, because getting the feel of the work environment is directly related to the interview, it is important to also train managers for interviewing. Make sure they have open conversations with a friendly manner. If there are any company culture commitments like diversity and inclusion, highlight it in conversation. You can learn more about showing commitments here.
Thank You Email To Turn Rejection Into Opportunity After Unsuccessful Interview
- Post author
Rats! Youve received the dreaded thank-you-for-your-interest-but letter, and you are very disappointed.
The interviews went really well! You liked all of the people you met there, and you feel that they liked you, too.
But, in the end, they decided to hire someone else, not you.
You may have been the number 2 or number 3 candidate. Close, but no cigar Dang!
What now? Move on to the next opportunity, right? Of course. But first
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Tips For Writing A Job Rejection Email
Hiring managers can use these tips to write more empathetic rejection emails:
- Send them right away. As soon as you make your hiring decision, send out your rejection emails. This gives candidates the opportunity to focus their attention on other job prospects sooner.
- Proofread your writing. While this is a low-stakes email to send, you still are representing your company. Ensuring you’re using proper language and grammar shows candidates that you’re a professional organization.
- Consider other roles. If you find you really like a candidate during the interview but they aren’t right for your particular role, think about what other job openings your company might have. You may be able to offer them an interview for a different role that better aligns with their skills and experiences.
- Be responsive to candidates. In order to grow as professionals, some candidates might ask for additional feedback. Responding to such messages with constructive feedback can help a candidate develop their skill set and see your company favourably.
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Job Applicants Deserve Closure
If you interview a job applicant, they deserve your follow-up. Yes, a candidate can assume that he or she wasnât selected. If a person gives up time to meet with your team, the applicant should get closure about the position. Itâs just fair. Your companyâs reputation with customers may not be harmed, but it could be with potential applicants.
If you want to hire good candidates, you need to be aware of your hiring practices from the time an applicant submits a resume until the position is filled. Treat job applicants like you would want to be treated. Giving job applicants respect needs to be part of your selection process. Teach hiring managers how to make phone calls to unsuccessful candidates.
What Should I Include In A Rejection Email
A thorough rejection email should include the following elements:
- A thank you: Always thank an applicant for their interest in the company and any time they spent completing an application or interviewing with staff. In addition to being polite, this message also shows applicants your organization values others time.
- Personalization: Use the applicants first name and the title of the position. If possible, you may also include a note from the conversation or mention a specific positive attribute you appreciated.
- Feedback: Applicants often value input from employers theyve interviewed with because it provides insight into areas of improvement and may help them consider the next steps in their job search. For example, if you forgo a candidate in favour of someone with more experience, the applicant may choose to apply for positions better aligned with their career level.
- Invitation to apply again: If you feel a candidate is a good fit for the company in another capacity, let them know you would like for them to apply for other opportunities in the future. However, if you dont feel an applicant is a good culture or skill fit, theres no need to include this invitation in your message.
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Example Rejection Email For Applications Who Are A Good Fit:
Hi Ed, Thank you so much for your interest in the Sales Manager position with XYZ Company. We appreciate you taking the time to visit our offices and interview with our team. At this time, we have chosen to proceed with another candidate who has more leadership experience. However, we were impressed with your background and industry knowledge and feel you would be a great culture fit for our company. We will be posting a few sales positions in the coming weeks, and hope youll consider applying again. Otherwise, we wish you the best of luck in your career endeavors.
How To Write A Candidate Rejection Email
After completing a round of interviews, hiring managers must consider each applicants strengths and skill sets, and determine who will move on to the next round. However, before you proceed with top candidates, its important to let the others know youve decided not to move them to the next phase.
When composing a job rejection email template, its important to choose your words carefully. While the recipient may not welcome the news that they havent been selected for a role, being kind and considerate will ensure they still have a positive perception of your company. Here are a few tips to make sure your job rejection email has the right message and tone.
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Ask The Candidate Why They Declined An Offer
One of the things you must do when your offer is declined is learn how to ask a candidate why they declined an offer- especially if they donât give you a reason.
This may help you place them in the future. As you have seen, there are several reasons why they may reject an offer. Depending on their reason, your client might be able to adjust the offer. Never try to force a candidate to accept an offer. If they do and theyâre not happy, your client wonât be happy either and may find another recruiting firm to work with. Additionally, if they do accept, it is possible they will not stay with the company long-term.
How To Write The Rejection Letter
The first consideration when you reject a job candidate is that you are not rejecting the candidate as an individual human. So, you want to term the rejection in a more positive light. Don’t use the word rejected.
Say instead, “The selection team has decided that they will not pursue your candidacy further. We will retain your application and consider it when additional openings come up.” Additional cautions include these.
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You may reject applicants using an email up until they have come into your company for a job interview. After an interview, you must call the applicant. Never reject the candidate by email, text message, or voicemail. You owe the candidate the courtesy of a call even if you follow up the call with a rejection letter.
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Make sure the applicant cannot misconstrue the words you use or find evidence of unlawful discrimination. For example, you may be tempted to tell the applicant that you have decided that you have candidates who are more qualified for the job. The candidate could well ask you to detail the differences. Why go there?
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Take care that you are careful about any criticisms or advice that you offer even when the applicant requests feedback. This can bite you in the form of an argument or make you vulnerable to a lawsuit.
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