Top tips on how to reject a candidate without damaging your brand
Rejecting a candidate is tough for everyone involved. But as we all know not everyone can be hired for the position. Unfortunately, there is only one job position for many applicants.
It is common for a candidate to want to know why they didn’t get the job. This can be a tough and sensitive conversation to have and need to be dealt with professionally. It is important to provide constructive feedback. This will help them improve for future interviews. Also, you will want them to come away with a positive view of your company. If you don’t manage this well, you risk damaging your brand and putting of other job hunters from applying.
Here are some tips on how to reject a candidate that does affect your company negatively.
1. Honesty
When it comes down to telling the candidate, be honest and direct. They’ll appreciate knowing what they need to improve on. Provide example of where they can improve to help them gain a better understating and ensure they can work on these. This also applies to positive feedback, not everything should be negative.
2. Timing
Ideally, you will have structured time scales throughout your interview process. Meaning you shouldn’t be making the candidate wait a week or even months for an answer. It makes it clear to both parties when the decision should be made by. Also, means you won’t have candidates chasing you up every day.
If you have set a time scale do you best to stick to it. If anything shall change, make sure to let them know. Nothing can harm your brand more than poor time management.
Remember it is a stressful time for everyone involved. Having to reject someone isn’t nice, but also waiting for a decision isn’t great either.
Make sure you keep your candidate up to date with how far their application is in the process. This small communication can go a long way in shining a positive light on your company (even if they are unsuccessful).
3. Constructive
Whilst being honest is important, you should make sure what you’re providing is constructive. We all know interview can have a high amount of emotions and is very easy for people especially candidate to get upset. This can be heightened even more if you do not position your feedback correctly.
For example, if it turns out that they don’t have enough experience, instead of saying “you don’t have the skills to do the job”, try “we are looking for someone who is proficient in XYZ and you probably need a few more years developing in this area.”
Giving feedback, this way is constructive and lets the candidate know what they need to improve on. Also, looks good on your brand as you are helping them progress despite not being successful.
4. The right way
No one involved in the process likes being rejected or having to reject someone. However, giving effective feedback is an important part of the recruitment process. Also, gives candidate tips for the future and will help ease the situation.
Your brand is one of the biggest tools you have when recruiting, so make sure you’re not damaging it when it comes to providing feedback.
