How to reject job applicants without burning bridges
Rejection is part and parcel of the recruitment process, but, all too often, candidates are not contacted if they’re unsuccessful.
Even attending an interview doesn’t guarantee a response.
When employers do send out rejections, they’re often impersonal or non-specific.
Either way, it’s disrespectful and unprofessional.
Here’s how to do it right.
Be prompt
A lot of hiring managers wait until the end of the hiring process to reject candidates. Some even wait until the new hire has started. But this is unfair. The rejected candidate may hold off applying for other roles or worse, turn down another offer in the hope of securing a gig at your charity.
Show rejected candidates you value their time by letting them know as soon as you’ve made your decision. Don’t leave them hanging.
Keep it brief
If you’re writing a rejection email, tell the applicant why they didn’t make the cut in one sentence. For example, “we were really impressed with your skills, but decided to go with an applicant who had more community fundraising experience.”
This tells them they conducted themselves well, but they need to gain more experience in a certain area.
While you’re writing the email, be sure to include a few positives. We’re not suggesting you sugarcoat things, but don’t be overly negative.
You don’t want to put the candidate off applying for anything else.
Pick up the phone
Go the extra mile for candidates you’ve interviewed by giving them a call.
They made the effort to prepare and come to the interview; the least you can do is take the time to pick up the phone.
It doesn’t need to be a lengthy discussion.
Key points to cover:
Thank the candidate for their time
Tell them you’ve offered the job to someone else, and explain why
Give them some positive feedback
Thank them for their interest in the role
Make it personal
Nothing says ‘we don’t care about you’ more than a generic rejection email.
It doesn’t take a lot of effort to include the candidate’s name and reference the things you spoke about during the interview.
You’re dashing this person’s hopes. The least you can do is treat them with a bit of respect.
Encourage good candidates to apply for other roles
If you liked a candidate but they weren’t right for the role they applied for, encourage them to apply for other positions.
Redirecting them to positions better suited to their skillset will soften the blow and show them you see potential.
Ask for feedback
Hiring is a two-way street, so ask candidates for feedback on your recruitment process.
Hiring managers are happy to dish out feedback to applicants, but fail to ask for it in return, meaning they’re missing out on valuable lessons.
Need some help with your recruitment process? Give us a call on 0203 750 3111.