​Rejecting an applicant is one of the hardest parts of any Recruiters job especially when you like them and want to help them secure their perfect role. But remember it’s even tougher on the candidates, so the way you handle the candidate during this process is key to whether the candidate will recommend you or work with you again in the future.​

Proactive communication is key during job rejections because poor communication when rejecting unsuccessful job seekers harms both you & your company’s reputation. Job seekers are often quick to share negative candidate experiences, which turns off other applicants, damaging your recruiting efforts and increasing cost per hire.

On the other hand, graceful rejections enable you to part ways amicably and continue relationships with potentially great future hires. ​

So what are the best practices to Reject a Candidate?

You may have a number of valid reasons to reject a candidate after interviewing them, but it’s always important to take a delicate approach. Being rejected can really take a toll on people’s confidence & self-worth, which is why breaking the bad news must be done correctly & respectfully.

Here are some things to consider

  • Show your gratitude & appreciation for their time
  • Give them feedback or the answer promptly, don’t delay just because your uncomfortable or nervous about telling them.
  • Provide constructive feedback that will help them in the future.
  • If there’s potential, point them to other open positions or to apply again

Ask the candidate’s feedback about the recruitment process – Remember sometimes its not the candidates fault. Could you have briefed them better or qualified the role more?​

Appreciate their Time

A candidate’s time is just as important as yours, so it’s crucial to let them know you value their effort and the time spent going for interview. In fact, some people believe that its more important for the Recruiter or Hiring Manager to thank the candidate.

You always want a candidate to walk away from an unsuccessful job interview on a positive note.

Thanking candidates is not only the courteous thing to do; it helps you avoid burning valuable bridges and can even improve your employer brand. If unsuccessful applicants feel that their time and effort were valued, there’s a good chance they share that experience with their circle, making your company known to more possible candidates.​

Give Feedback

Just as the Client should provide feedback quickly its just as important to let the candidate know as soon as possible.

Did you know as many as 60% of candidates never hear back after an interview?

This does tend to be for applied online roles rather than through a Recruitment Agency.

Imagine all the time and effort a job seeker puts into attending an interview, including dealing with pre-interview anxiety, only never to hear back – it’s a sure-fire way to ruin your companies reputation.​

Provide Constructive Feedback

Providing constructive feedback lets candidates know what they did right and where they need improvement, which they can immediately put to use in their job search.

Although providing feedback isn’t a requirement, 94% of candidates want to receive feedback after an interview.

When providing feedback remember to stick to objective facts, don’t share your opinions and thoughts as this can cause damage or potentially influence the candidate in the wrong way. Instead share some insights to a few of the specific questions from their interview that they didn’t answer well. Or praise them for what they did well.​

Don’t Give up on Them!

It can be tricky declining a candidate after an interview when they were nearly perfect, but it happens when another applicant is better suited for the role.

If you see the potential for a job seeker to join your company via another job opening, encourage them to apply in the rejection email.

If you have a specific position in mind, leave the link to the job ad in the email.

Even if you don’t have any current open roles they’d be a fit for yet, you can add promising job candidates to your internal database.

Remember good candidates are hard to find, so treat them well and hang onto them. Keep these candidates in mind when new positions open up and proactively reach out to them when future opportunities arise.

Helping your candidates to move on and start applying to other jobs will make you memorable to any job seeker and more likely to be recommended. ​

Ask the candidate for their feedback on the recruitment process

The candidate gave their feedback on the role & business but what about yours?

It’s important to ask candidates what they thought of the hiring process, I don’t think enough companies take advantage of this learning opportunity.

This practice enables you to build on your processes, improving weak areas and doubling down on what practices are working.

When you ask job hunters for feedback, it shows that you value their thoughts and opinions. It also lets them know that you care about the candidate experience, which can boost their opinion of your company and improve your brand image in the process.​

No Recruiter likes telling someone they haven’t got the job,” but learning how to reject a candidate the right way is an experience everyone can learn from.

The key to rejecting a candidate is providing helpful feedback, keeping a positive tone, and communicating promptly. This all makes a positive experience for both parties and will help you maintain longer lasting candidate/recruiter relationships.​

Stay in touch with rejected candidates by connecting with them on LinkedIn or other professional social media platforms.

For some information on all our recruitment services and available jobs in the UK/Ireland please visit our website – www.syntechrecruitment.co.uk.​