Candidate Rejection Email After Interview Templates
Telling someone they didnt receive the job can be difficult, but the right candidate rejection email after interview template can help make the tedious task much easier.
While companies arent obligated to notify interviewees that they werent hired, its polite to notify each candidate they didnt get the job.
Dont Give The Candidate Too Much Information
Turning a person down for a job feels awful. Everyone knows the feeling of not being hired, so itâs natural to want to let the person down gently. However, itâs better to be succinct and honest.
Many candidates want to know why they were rejected. Itâs not always possible to say. You do not have to give feedback, but you can. You need to be cautious because you will open your business up to liability if you inadvertently discuss discriminatory topics, such as age, personality, traits, or other attributes. Itâs better to say too little than to give candidate feedback that could be used against you.
Story Doesn’t Check Out
Reference checks are your last chance to figure out if a job candidate is telling the truth. If you sensed earlier in the application process that the job candidate was lying, ask the reference to clarify these points of ambiguity. If their story checks out with the reference, great! If not, its time to move on.
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Try To Provide A Satisfying Explanation
Cold: Your candidacy is not a good fit at this time.
Human: Were currently focusing on hiring more senior engineers, one for infrastructure, and one who can be a tech lead for our full-stack engineering.
Its understandably frustrating when candidates make it to the interview stage, get rejected, and dont receive an explanation why. Theyve invested their time, energy, and hope into your company, and deserve more than a platitude.
If you went with another candidate, tell them why the other candidate was more qualified. If theyre underqualified, explain why. Its easier for candidates to accept that theyve been turned down when you help them understand your companys needs and the type of candidate who can best fulfill those needs.
So What Should I Include In A Rejection Email
A thorough rejection email should touch on the following elements:
#1 Say thank youAlways thank a candidate for their time and interest in your company. Whether it was in application, or coming in for interviews in addition to being polite, this message also shows applicants your organisation values othersâ time.
#2 Humanise itAlways use the applicantâs first name and the title of the position. If possible, you may also include a note from the conversation or mention something that impressed you.
#3 Where possible, give feedbackWhere time permits and especially if candidates have given up a significant amount of time interviewing, provide some feedback as it provides valuable insight for the candidate that may help inform their next move.
#4 Invitation to apply againIf you feel a candidate is a good fit for the company, just not now, keep the door open and let them know you would like to contact them for other opportunities in the future.
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Lack Of Passion And Enthusiasm:
Your gesture and body language should entail your passion and enthusiasm for the job. If you start coveting the job, no wonder you will be soon passionate about it.
If you are passionate of the skills you have acquired through knowledge and education, then there exists no restraint to stop you from getting hired.
Share Other Open Positions
If you feel like they can add value to other areas of your company, share other open positions with the candidate. Encourage them to apply to these roles for another work opportunity. Sharing positions reminds the candidate of their potential and gives them another chance to work for your company.
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Reasons To Reject A Job Candidate:
Usually, a candidate during an interview or after the interview process gets a fair idea about his selection. Now it is not mandatory that at all the times, the guess of the candidate turns true. There are also instances where the candidate gets rejected even after performing well.
Getting selected or rejected in an interview is a very common thing that happens in almost everybodys career. Now if you are selected then well and good, but in case if you are not, then you should learn your mistakes and should not repeat them in your next interview.
Here we have mentioned a few reasons to reject a job candidate based on a survey done based on this topic in which top employers have participated.
- Sloppy job applications
Donts & Dos Of Rejecting Candidates
Dont try to fabricate reasons on why the candidate wasnt selected and dont try to be overly polite for fear of offending the candidate. Thats not fair to the individual.
Do spend some time to give the candidate feedback so that he or she can improve him or himself. Be as honest and authentic as you can while not being crude. In Zarina’s experience, she remembered giving feedback to a candidate she felt a personal connection with while she was working at SAP a few years ago. Although the candidate had every skill and competency that was required for the job, she was unduly apologetic. Zarina gave her a phone call and told her that she would never get the job at subsequent interviews if she continued being so apologetic. The candidate sent Zarina a beautiful note thanking her for the feedback. When she saw the candidate a while ago, she said that the piece of advice was life-changing for her.
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Rejecting Unsuccessful Candidates Over The Phone
Dealing with unsuccessful candidates for a job is one of the least favorite parts of the hiring process. How your business deals with job applicants directly correlates to your reputation in the industry.
If you want to maintain good relations within your industry, you must have a plan to manage the dozens, if not hundreds of job applicants that arenât hired. Learn more about when you can send an automated rejection letter, when you should call an unsuccessful candidate and how to talk to a rejected candidate over the phone.
Candidate Rejection Email Template: After The Team Interview
Email Subject Line: Your application to
It was a great pleasure to meet you and thank you so much for your interest in and the nice chat we had earlier. Unfortunately, Iâm a bringer of bad news.
After careful review, your experience and interests didnât quite line up with what we were looking for. We have decided to move forward with other candidates at this time. We know youâve got a lot of options when seeking a community where your skills and talents will shine, so we really appreciate that you considered us.
While this is a ânoâ for now, it may not be forever. We think you could be a good fit for other future openings and will reach out again if we find a good match, and hopefully our paths will cross again.
Thanks once again for your time and interest.
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When Employers Notify Applicants
Employers dont always provide applicants with the courtesy of letting them know where they stand in the hiring process:
- Some employers let every candidate know the status of their application.
- Some companies notify applicants who havent been accepted for an interview, while others only contact candidates they wish to discuss the job with.
- Some employers dont even notify applicants who interview that they werent selected for a second interview or the job.
- Other companies may send rejection letters to applicants who are not selected for a position after the interview process is complete.
You may not receive a letter directly after your interview, if the organization notifies applicants.
Many employers wait until they have hired someone for the job before notifying the other candidates.
Thats because they may want to give the applicant pool another look if their leading candidate rejects their job offer.
Following Up With Unsuccessful Candidates
Rejecting unsuccessful candidates over the phone does take time, but it also lets you keep good candidates in mind for future jobs. To do it right, you need to make sure that your business reputation isnât damaged in the process.
The one who makes the call needs to be in control of the conversation. Donât let the unsuccessful applicant draw you into an argument or allow you to give out too much information. If you get voicemail, ask the candidate to call you back. Donât tell the candidate the bad news over a message.
Here are five things to consider.
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Rejecting Applicants: A Template For The Perfect Rejection Letter
You never knowone of your now-rejected candidates may be an excellent fit for one of your roles in the future!
Before the pandemic, every corporate job attracted about 250 applicants. Of those, anywhere between four and six would make it to the final interview, and only one would get the job. In a post-pandemic world, there are over 12.6 million unemployed people in the United States alone. That means the number of applicants is even higher. So are the rejections that go with them.
When youre rejecting so many candidates every day, it starts to get challenging to remain human. You get desensitized and may even forget that the people you are dealing with on the other end are just that: people. Now, more than ever, its essential to be kind. Check yourself before you respond to any applicant, no matter what their stage. Heres a checklist you can use to go through your responses and craft templates that work the best for your company and help your candidates still feel valued, even in rejection.
Vote For Kpis That Measure How Recruiters Handle Rejected Candidates
Although most recruiters are genuinely good at heart and courteous by nature, they dont focus on responding well to rejected candidates. Often, this is because they have no motivation to do so.
No KPIs used for recruiters and recruitment teams measure or consider how they handle rejected candidates. The KPIs only consider the time and money spent, or satisfaction of the hiring manager time to fill, offer acceptance ratio, cost per hire, the source of hire, new hire turnover ratio, or interviews per hire.
Include performance indicators that measure the time taken to respond to a rejected candidate, the quality of feedback given and candidates overall experience with the recruiter. This should be done and emphasized for the good of your own brand, and simply as a value you hold or represent.
We have no time, is an excuse that wont sell. As individuals and organizations, we always find time for things important to us our VALUES should be one of them.
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How To Reject Candidates Without Turning Them Off Your Brand
All too often, when candidates apply for roles, they are never contacted if they are unsuccessful. Even attending an interview does not guarantee you any constructive feedback.
When employers do send out rejections, they tend to be impersonal and non-specific, either through a lack of time or from fearof causing offence. Failing to give feedback is one of the most common mistakes employers make.
This is especially important for non-profit organisations, as their employees usually overlap to a great extent with their supporters and donors. You want candidates to feel good about your organisation, even if they are unsuccessful, so they dont among their friends and relations.
Candidates also might not be right for one role, but could be a good match for a future vacancy, or could be a potential employee after they have gained skills and experience elsewhere. Turning them off your employer brand means youll lose them as a potential candidate forever.
Finally, if a candidate has taken the time to fill in an application form, or to attend an interview, its only polite to let them know the outcome. It may even save you time in the long run, as you wont have to field calls or emails from candidates following-up.
When should you do it?
However, most employers still prefer to take some time after an interview to reflect on a candidates performance or compare notes, and contact them at a later date.
What should you say?
What Not To Do When You Reject A Candidate
If you work in recruitment, rejection pretty much comes with the territory
Its never a nice job having to tell someone their application has been unsuccessful especially if you dont have too much previous experience in having to turn people down for a position.
However, its undoubtedly a vital part of the whole hiring process. And taking a little extra time to let people down in the right way can speak volumes about your business not to mention help make your recruitment more productive.
For examples of what to avoid, here are some of our top tips on what not to do when rejecting a candidate for a role:
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Rejection Letter Examples For After An Interview
Are you a job seeker wondering if you will be notified if a company opts not to hire you after they have interviewed you to evaluate your candidacy? Or are you a hiring manager who needs to let a candidate know that they weren’t hired?
Even though the appropriate protocol is to notify all the candidates that employers interview for a job, this, unfortunately, doesnt always happen. Employers aren’t required to notify applicants, even though it’s courteous to inform candidates who haven’t been selected to move forward in the hiring process.
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.
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Rejection Letter To A Candidate Who Is Deemed Unfit For The Position
Primarily, this rejection letter is aimed to discourage the applicant from applying again in the future. Of, course its best not to blatantly say please dont ever reapply be professional, not rude. Remember to thank them for their time and express your appreciation that they chose your company.
Thank you for taking the time to interview for the position of with . We interviewed a number of promising candidates, which made the decision to choose just one all the more difficult. Unfortunately, you were not selected for the position as there were stronger candidates.
Thank you for taking the time to come to to meet our team.
We wish you success with your ongoing job search.
Find Other Opportunities For Them To Grow Within The Company
As someone higher up, you know better than anyone where the company is headed and what opportunities for growth are realistically available.
For example, what additional revenue streams or product developments are you considering? And what kind of team will be required to tackle those pursuits once theyre set in motion?
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Candidate Rejection Email Templates For You
Good news! You need not spend time writing a fresh email for your rejected candidates each time. Weve done the heavy-lifting and created three templates that you can just Ctrl+C and Ctrl+V.
Pro tip: You can personalize your email to provide feedback to your candidates and add specifics about why you rejected them, especially if they went through an interview process. You should send a concise, brief message to individuals who have been rejected through your resume screening procedure. Depending on your company’s culture, you could also choose between a formal and casual tone.
How To Send A Rejection Letter After An Interview
Once youve selected the top candidates you want to move on to the next phase of the hiring process, theres another important step you need to take: sending a rejection letter to the applicants who were not selected. When youve decided not to move forward with a candidate, sending a rejection letter is a polite way of keeping an applicant from wondering where they stand, and can help ensure applicants retain a favourable impression of your brand.
According to an Indeed survey, 53% of job seekers in Canada say that hearing back promptly from the company once they apply is important for them to develop a feeling of connection or camaraderie with the company.* Additionally, if a candidate is highly skilled but not the best fit for the role youre currently filling, a rejection letter is an excellent opportunity to let them know youre impressed with their background and would like them to apply in the future.
Are you a job seeker? Find Jobs.
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Decide If You Want To Give A Reason For The Rejection
Sometimes, it is valuable to give candidates a reason as to why they didn’t receive a position. Acknowledging limited skills in a particular area that is essential to the position can help give a substantive reason for the rejection and allow the candidate to decide if they should continue to pursue similar positions or choose to further develop their skills. If the reason for rejection does not directly relate to the position, it may be best to state simply that you are rejecting the candidate without giving a reason.
Example:Unfortunately, we have decided to move forward with candidates that have more developed software coding skills, as this position required extensive knowledge of specific coding languages.