As a member of a human resources team, you will encounter a large pool of potential employees. During each level of the application process, you will have to let some candidates know that they didn't make the cut. The way in which you conduct this process can effect your brand's reputation, in both good and bad ways. Here are some tips and tricks for handling the rejection of candidates the right way while keeping your business in good standing.
In person interview, on the phone rejection
If candidates have come in for an in-house meeting, whether it's the first interview or the third, they deserve disclosure of their rejection through a phone call, according to Forbes. Getting someone on the phone is always preferred and appreciated by the potential employee. If you get the person's voicemail, leave a message requesting a callback. That way, you can tell candidates one-on-one, instead of leaving a voicemail that leaves a bad taste in their mouths.
Supply a reason for the decline
Possible hires will, most likely, look for a reason why they weren't offered the position. If you don't have one ready, there's a chance that they may ask. Only give feedback if you feel as though you have something useful to say. Be prepared with an answer that is job-related and validates your decision, according to the Houston Chronicle. If the cause for rejection is based on the potential employee's personality, avoid giving an explanation.
A reason for rejection that a candidate finds credible leaves your call on good terms and your company in favorable standing.
Offer to connect on social media
A candidate who barely missed the mark could be one you want to keep in contact with moving forward. Although he or she wasn't right for one position, there may be another that will be more suitable. A way to soften the blow of the rejection and also leave the candidate feeling supported is to ask to connect on different online platforms. LinkedIn, Facebook and even Twitter keep you updated on a potential employee's job situation in the future.
Make sure you tell them
The most important thing is to convey the decision to those people who aren't going to be hired. According to Recruiter, 60 percent of candidates said they've been disappointed in the lack of communication they received from a recruiter. At the end of the day, candidates appreciate the personal letdown in any form it comes in, whether it's an automated or personal email or a phone call. Not telling candidate's the status of their application is one of the worst things for your company's reputation.
Letting someone down is never easy, but as a member of HR it is your job to complete the task in a way that keeps your company's character in place. By communicating in a way that leaves the possible employee feeling valued, the perception of your business improves.