How to professionally "no" job seekers
How To Professionally "Bo" Job Seekers
How to professionally "no" job seekers
In 2014, about 130,000 candidates applied for jobs at Virgin Media in America. Of these, 18% of candidates were regular customers of Virgin Media. Many were angered by the unprofessional behavior of Virgin Media executives in rejecting candidates and canceled their subscriptions to Virgin. As a result, Virgin Media lost about seven and a half thousand customers, and their losses amounted to 4.4 million dollars!
Understand that if you lack professionalism, your organization may suffer from rejected job candidates. Again, your little friendly demeanor can have a huge positive impact on a new employee's confidence.
Below are some tips that you can follow to break the bad news of rejection without upsetting someone.
Report As Soon As Possible
Maybe you took so much time in getting the documents of the selected candidates right, those who got rejected sat waiting for a long time hoping for a job. Maybe they did not forcefully try for any other job in this gap. So it is necessary to give importance to other's time and situation. For your company's goodwill, it is better to inform them of the rejection as soon as possible.
Try Personalizing Conversations With Rejected Candidates
When you break the news to him, don't settle for just sending an email. Call him if you can, talk to him for two or three minutes. Give a brief idea of why he was not considered a suitable candidate. Yes, this point might seem impossible to you considering the busyness of the office. But one or two of your well-thought-out decisions will easily motivate another newbie. Even if you address him by name in the email, it can boost him up psychologically. These small and simple things are very useful in practical office space.
Work Should Be Done In Few Words
The rule of thumb here is that it is better to tell why he was rejected in the same sentence along with the fact that he was rejected. As an example, see the following text:
"Your personality and skillset impressed us, yet we selected another candidate for the position because he has prior experience managing marketing campaigns."
While the above text gives a positive assessment of the candidate, there is also a clear idea of why he was excluded. The language is also important, nowhere does it say "you have not been selected." Rather, it is said that "another person has been taken instead of you because he has more experience." We need to think about such subtle positive approaches.
Don't Give Too Much Comfort
If you really think that this rejected candidate could be of use to your company in the future, then there is no problem in telling him that. Stay connected with him on LinkedIn if needed, keep his files. But there is no point in saying such things just to comfort someone. If a job seeker doesn't feel like a good fit for any position at your company, it's best to end it there by wishing them good luck for the future.
Get Feedback From Them
Recruiting good employees is a long process, and part of that process is to constantly improve the organization's recruitment process. A candidate's most honest opinion of your company after being rejected is their most honest opinion (if your hiring process is transparent). So it is necessary to ask rejected candidates for their opinion. It can be taken as a survey form through an email, or if possible, a phone call can be asked.
