Being an employer or a part of the recruitment and selection team of a company comes with a sense of power and an almost odd satisfaction in choosing the best, most qualified, and deserving candidates for a job position, and telling them they got the job. Being an employer or a part of the recruitment and selection team of a company also comes with the duty to reject some, actually most of the candidates who applied for the same job position. No one likes to be the bearer of bad news, but telling someone they did not get the job is a part and parcel of any employer’s/recruitment manager’s job. let’s find out How To Tell Someone They Did Not Get A Job?
There are different ways to let the candidates know and in the process of which, let them down as gently as possible. You also have to keep in mind that you have to do so while protecting the reputation of the company and keeping the workplace equilibrium intact. Other than being uncomfortable, how you reject applicants can affect the environment in the workspace and have a serious influence on the company’s reputation. Rejecting a candidate and informing them that they did not get the job in the best possible way is vital for sustaining a strong and effective brand as an employer, keeping the rejected candidates in your talent pool, and ensuring a good candidate experience.
Importance Of Doing This Correctly:
Notwithstanding mainstream thinking, a candidate’s experience does not end when you choose not to employ them. Competitors that do not get selected for one specific position might be an ideal fit for another position of the company’s future employment opportunities. Keeping excellent potential employers in the talent pool and keeping up with associations with them can altogether work on the most significant recruiting measurements: Time to employ, Cost per recruit, and Quality of recruit. Since we inferred that infusing a human touch to the dismissal cycle improves it and is more thoughtful for all interested parties, we should continue by investigating various ways it very well may be finished.
Each of these applicants you do not recruit can either assist with building your image or decrease it; this is one more road for you as an organization to introduce yourself emphatically to the world. Every individual who gives them with a negative impression has an organization of individuals that they presumably share their involvement in. Not employing somebody is really a chance to develop your image by taking a troublesome discussion and changing it into a positive encounter.
Things To Keep In Mind When You Have To Reject An Applicant:
- To be polite and brief: Try not to leave a candidate hanging. It’s more than inconsiderate; it is mean and superfluous. The sooner candidates know their status in the recruiting system, the sooner they can continue ahead with their pursuit of employment. Additionally, remember that applicants can go directly to online media and occupation survey locales and offer their experience, so treatment of competitors is something besides kind and professional that can contrarily affect your organization’s standing.
- On delivering the news: When you realize that the position has been filled by another person, settle on the decision (or video email) to that still-expecting candidate. Cut to the chase promptly, without saying ‘sorry’ or introducing your news with casual conversation. Watch your language to relax the blow: Declined is better compared to dismissed, for instance. Remember that a certifiable commendation can assist with decreasing the sting. Being to the point and empathetic is the way to go when informing an applicant that they did not get the job. This, being one of the most difficult parts of the job as an employer or recruitment manager, has to be handled with care as this will be affecting your company’s image and your reputation as an employer. Being professional yet polite is how you can ensure that the candidate might be considering reapplying for a different position in the company in the future.
Ways Of Delivering The News:
- By Email:
The most well-known proficient method of informing might appear like a sensible decision for conveying the news. The issue is that sending a dismissal email can be viewed as generic and cold. Envision baffled appearances on the opposite side of the screen when they read this sort of email and discover that they did not land the position. Despite the fact that it may appear as though email is the simplest method to convey awful news to your competitors, you ought to consider different choices that are more in accordance with your Talent Acquisition system.
Composing and sending a reasonable and positive dismissal letter is not just a sort, yet a legitimate and expert approach to address your candidates. Sending an incredible dismissal letter or email is additionally pivotal for guaranteeing an extraordinary manager marking and further developing your candidate experience. Applicants like getting official notice by means of dismissal letters or messages from organizations in which they contributed an opportunity to apply.
Dear Mr./Ms. Johnson,
Much obliged to you for your application for the [job position name] at ABC company. We truly appreciate your willingness in joining our organization and we need to thank you for the time and energy you put resources into your [application form/employment form/work assignment].
We got an enormous number of [applications/requests for employment/work assignment], and after cautiously assessing every one of them, sadly, we need to inform you that this time we will not have the option to welcome you to the following period of our determination interaction.
However, your [schooling/capabilities/working experience/skills] are great, we have chosen to push ahead with a competitor whose [instruction/capabilities/working experience/skills] better address our issues for this specific job. We really like your mastery in [insert relevant industry] and interest in our organization. We trust you will remember us and apply again later on, for another job opening.
In the event that you have any inquiries or need extra data, kindly do not stop for a second to reach me by email [relevant email address] or telephone [relevant telephone number]. We wish you each close to home and expert accomplishment in your future undertakings.
Indeed, thank you for your interest in working with us.
- Over The Phone: Numerous employers use calls to illuminate the applicants know that were not chosen for the particular occupation position. In any case, such calls have their advantages and disadvantages. Probably the greatest benefit is most certainly that the selection representative can utilize his voice to mellow the adverse result this discussion will have. Ensure that the applicants realize that you have had to make this decision after careful consideration. Be certain they will see the value in you set aside the effort to clarify them every one of the justifications for why they did not land that position, however, remember that the shortfall of the visual show is as yet making a distance among you and your competitor.
Example- “Hello, Rick. This is Jenna from ABC Company. It was great meeting you at the interview last week. We really appreciate the time and effort you put in throughout our selection process. Your resume and work experience are truly impressive; however, in a difficult decision, we ultimately chose to go with another candidate.”
- With A Video: At the point when you first mull over everything, making recordings can appear to be muddled. Yet, with the right video messaging programming, you can really save time, add an individual touch and have better command over your beneficiary’s criticism. Video brings mindfulness, effortlessness, and innovativeness into the enlistment cycle and this is by and large what employers need, particularly in the last period of the enrollment interaction and in situations when you need to let candidates know that they didn’t land the position. Sending a video email to your candidates that did not land the position will make the present circumstance somewhat simpler for them as he will get the inclination that you really like their work.
What to include in the video: To begin with, it is important to mention the name of the candidate, and thank them for their time and interest in applying for the specific position in the company. The next part will be the hard one as you would have to inform the applicant and they did not make the cut; giving a proper explanation for the decision of not choosing them and recognizing their strengths that may lie elsewhere, will help to soften the blow. If constructive feedback is given and well-received on the other end, chances are, they might think of applying to this company in the future. For the last part of the video, say that you would like the applicant to stay in touch with the company and for them to keep an eye out for future job openings.
- In-Person: The only time you truly need to address the dismissed candidate eye to eye is the point at which an interior representative did not get the advancement or new position. Conveyance is pivotal here—whatever you say, they will be disillusioned and likely humiliated. Ensure they realize they did not land the position before any other person (even the fact you employed), and give as much input as possible. Make your terrible news meeting exceptionally short (I have some news for you) and afterward plan a subsequent gathering a couple of days after the fact in which you can talk about the circumstance, conceivably including improvement preparing to guarantee future freedoms for inward advancements.
Need For Feedback:
Most candidates, after knowing that they have been rejected, express the need to talk about feedback, —regardless of the fact if they are external or internal candidates. “Offering meeting input to ability is a basic method to have a beneficial outcome and show you care about their prosperity, regardless of whether they become your next employ.” A dismissed applicant may inquire as to why they were not chosen for the position, particularly in the event that they thought they were an ideal fit. You are not committed to giving explanations behind recruiting another person; nonetheless, on the off chance that you do wish to reply, give just reasons stringently identified with the work being referred to—that is all you are lawfully permitted to depend on at any rate.
For instance, you may say: The chose applicant has insight into this precise position. It is likewise adequate to say something like: The various unexplained holes in your work history were a worry. Now and again, there is no glaring explanation other than the post saw firm rivalry between comparable, exceptionally qualified competitors. Tell the candidate precisely that. Now, luck can be a factor in profoundly serious determination measures, however, for your motivations, it is smarter to say that the individual picked was basically the best fit.
Assuming the candidate is noteworthy and could carry worth to your organization, do tell them you would be glad to think about them for future prospects in their subject matter. Try not to hold out unnecessary expectations, however, on the off chance that you figure the applicant could never be a decent match; you will not be helping yourself or the dismissed candidate.
Whichever medium you decide to make use of for letting the rejected candidate(s), be it on the phone, or email, or physical letter, or even in-person, make sure to let the applicant know only when you have made your final decision, and make the conversation short, crisp and to the point. Remember to show gratitude, empathy and be as polite as possible; humanize the candidate’s experience and provide closure to the applicant. Give the required feedback to the candidate, rather than focusing on where they went wrong with their application or interview, let them know what they did right. And finally, ask them to keep in touch with the company and to look out for future job openings, in which they might be interested.