How To Inform A Candidate They Were Unsuccessful
Thursday, May 12, 2016
Keeping in contact with applicants is an important part of the recruitment process that often gets ignored. It isn't just important to let your successful candidates know they're invited for an initial interview, or that have been offered a job but it's also vital to inform unsuccessful applicants. In order to fully explain how and why to tell someone that they were unsuccessful, first's lets evaluate the place of communication in the recruitment drive.
Why is regular communication important?
Sending simple emails throughout the application will improve several aspects of your efforts in recruitment, such as keeping applicants available for future applications, encouraging applicants to engage and respond, improving your recruiter brand, improving customer loyalty and refining the internal hiring processes.
How to inform the applicant they were unsuccessful
In the recruitment process, there are two main points where an applicant is likely to be rejected - when an employer scans their CV or after the interview stage. Let's look at each of these in turn:
Turning down an initial application - drafting a simple email in this instance will do wonders. Here is a well-used example:
"Thanks for your recent application for the advertised role. Unfortunately, the client has found more suitably matched candidates for the position and therefore, I regret to inform you that your application has been unsuccessful at this stage.
If you would like to know the reasons in more detail, I am happy to have a conversation if you could contact me on the number below. If you are interested in any other positons on our website, please let me know."
It's always important to thank the applicant for giving up their time and effort to apply and to let them know that their application has been carefully reviewed. If a candidate feels that they have been fairly considered, they will be more receptive to your next job advertisement. Also, by giving them the option to call you, they are not being fobbed off via one cold email.
Finally, it's a good idea to close with a relationship-builder, that a rejection is not final. If you happen to work at a company which operates a talent pool system, it's important to mention that their application will be kept on record for similar vacancies. Keeping in touch with these candidates on social media is another way of improving your brand. If you treat every candidate with fairness and respect, they will be more open to referring friends and colleagues for the same position.
If you have to reject a candidate at the post-interview stage, you have to make it a bit more personal, especially if you've met the person and spent time prepping them for an interview. Giving them a quick call and explaining the reasons for their failed interview will go a long way to improving their chances in the future interviews you may arrange for them. Again, a three to five minute call offering feedback should enough to cover this.
Hari Singh, Recruitment Consultant
