Everyone who has gone through a recruitment process knows just how stressful it can be.
Candidates often spend hours preparing themselves for the interview and then spend even more time testing their skills, knowledge and effectiveness.
Naturally, no matter how well a person prepares for a job interview, that does not necessarily mean that they will eventually get hired. However, it can be very frustrating – at least – when you are rejected without further explanation.
It happens far more often than not that companies should not just reach out to candidates they have decided not to hire. Not only can this have a detrimental effect on the candidates themselves, but it can also have a detrimental effect on your company in the long run.
For example, employment in the digital world best content marketing agency it is much easier to handle. However, while the whole process has shifted to digital technologies, we could say that the development of the human control system is becoming even more necessary and challenging.
Think of it this way: even if your company doesn’t have a specific candidate fit right now, that doesn’t mean your paths won’t cross at some point in the future.
So, instead of just avoiding the candidates who did not meet the recruitment rates, you should still try to build a good relationship with them.
That way, not only will your company do something humane – and of course let the candidates know why they didn’t get hired, but you will also give those candidates the opportunity to grow and development.
In addition to the most obvious reason, which is a professional and respectful approach, there are three main reasons for very important feedback:
As stated earlier, providing valuable feedback to rejected candidates will help them to grow and progress professionally. But more importantly, it will make them have more respect for your company, because you will definitely be among the rare ones who do this.
In addition, this could also encourage candidates to work on themselves and even encourage them to apply again the next time your company is looking to hire.
Even though company owners do not always think about the experience they offer to candidates when looking to hire, candidate experience is extremely important. If the experience is lacking – in any way – it may give the baby that the work experience may not be required as well.
Additionally, in this sense, you can look at the candidates as you would your customers.
Dissatisfied buyers are very likely to shout about negative experiences, so don’t think dissatisfied candidates are any different. Needless to say, being displayed in this light can seriously damage your company’s reputation.
By creating a structured system when hiring, you will be able to easily determine which candidates should make the cut. The more accurate this system is, the easier it will be to identify what you are looking for.
So, once you are done with the interviews, you can easily compile the notes you have taken about each candidate and put them together into a valuable feedback format.
How exactly can you give feedback to rejected candidates in a way that gives them value, and what are the best practices when doing so? Here are just a few of them.
In the business world, money is money. And just as you expect your candidates to be well-timed and well-respected with deadlines, you should do the same.
Once you have decided that a particular candidate is not suitable for your company for any reason, be sure to contact them as soon as possible.
The more detailed you get with your feedback, the easier it will be for your candidates to understand why they did not make the cut. It’s simple, really.
Just as you would have specific questions when you want to hire a web design and development agency for your business, you need to try to come up with specific answers as to why the candidate is not just right for your company.
When giving feedback, try to make it as personal as possible. Don’t just send out general “sorry” emails, but instead try to make your comments more relevant and informative for each specific candidate.
Another great way to do that is by using phone instead of email and your hiring reps to deliver the news in real time. Not only does this save you time but it also gives candidates access to any follow-up questions they may have.
When giving feedback, make sure you are fully aware of what candidates can and cannot change about themselves.
So, for example, make sure that your feedback does not focus on things that are too personal or on things that your candidates cannot change – such as the accent, tone of voice or appearance, to name a few.
Instead, focus on their skills (or lack thereof), behavior, body language and similar things that can be easily changed with a few improvements and future training.
When delivering any bad news – and it’s certainly not good news for the candidate to be rejected – always try to start on a positive note. This way, you do something that the pill will not be as sour as swallowing and you will encourage the client to continue looking.
If you were going to start with a negative attitude and just stress the issues, you could have a real negative impact on the mental health and confidence of the candidate in a negative way.
It is only natural, as an employer, that you do not like a candidate. However, this should not be a deciding factor when hiring.
Plus, your personal feelings don’t really matter when you give feedback, so be sure to put them aside. If emotions get involved in the process, a candidate may be rejected as personal assault.
It’s not easy to turn down a candidate, and many company representatives might fall into the trap of saying some things that don’t mean trying to make the whole process so weird.
However, this can only send mixed signals to the candidate, which will not give them any value. So make sure you say what you have to say and what it means.
There is a big difference between being honest and being bald when giving feedback. And while you should always aim for honesty, being bald doesn’t look or feel professional.
So, make sure you are polite and considerate with your feedback and always show respect to the candidate.
Again, as we said earlier, just because a particular candidate does not fit your company at this very moment does not mean that you will not cooperate in the future.
So, until the whole rejection process feels less negative, you can always encourage your candidates to give feedback. That way, not only will you improve their knowledge, but you can also gather valuable data that will help you advance your recruitment process in the future.
Lastly, always try to end your rejection letter (or phone) on a good note. Thank you to the applicant for submitting their application and going through each round of the recruitment process. And remember to wish them every success and hope that they will soon succeed.
Let’s finish the whole process again. The reason it is important to offer feedback is that it nourishes your candidates, enhances their experiences, and above all, strengthens your recruitment process. Only a few simple steps are required to accomplish it.
So, let’s repeat what those steps are. First, it is important to respect the candidates’ time and let them know that they do not meet your criteria on time. So be timely. Personalize your feedback and be specific. Also, be reasonable and emphasize the benefits.
Try to control your personal feelings and inclinations and make more room for honesty. Of course, avoid being bald when giving feedback, which means you should show respect and professionalism.
Ultimately, weirdly ask for feedback from the candidate. In this way, you show them that you are treating them like living people who have an important opinion.
Candidates, rejection does not mean the game is over. Instead, it’s only a chance of more challenges on your career path.