Wednesday, July 17, 2019

How To Write Rejection Letters To Candidates

Rejection as it is not easy to digest and hence, many companies abstain from sending rejection letters. But, as far as candidates are concerned, they do wait to get a reply from the recruiter they apply to and are excited about. Many times recruiters feel awkward kind of to let the candidates or applicants know about their rejection in passing through the recruitment process. But, many surveys have already brought this fact forward that candidates do expect the employers to reply back even if it is a no.
Apparently, not replying to a candidate might just affect the brand value of a company service or brand. So, how to go about it and convey that no in a way that the message goes across and your brand value is also untouched. Here are few types of rejection letters that you might choose to send to the candidates or applicants you have decided to say no.
  1. Short and simple – This sort of letter is crisp and clear with a simple message letting the candidate know that they are not selected and that ther’es always a next time. The letter though direct and blunt, needs to be drafted in a way that the candidate does not feel offended and takes it as a genuine response. This letter is common for all the applications.
  2. Personalized - Personlized messages bear the name of the candidate and does convey the exact reason behind not hiring them thus helping them work on that area and grow. It is not a letter that criticizes or discriminates but highlights what you wanted your candidate to have. For example if you are hiring a candidate with experience in a particular area, and a candidate was rejected because he/ she does not have that, you may put it across stating that you were looking for a candidate with experience in so an so area.
  3. Lengthy - At times short letters don’t go well, so an expansive letter works better particularly when the interviews are conducted on video call or phone. These letters need to have a line of appreciation for the candidate for taking their time out for the same other than putting the rejection message across.

Here are a few tips to consider why drafting that rejection letter. Primarily, rejection letters should be sent only after the selected candidate accepts the offer. Do mention about future possibilities in store with the organization. Do praise for the qualities worth consideration and don’t extend the conversation further. All these tips could help you communicate with the candidate about their rejection in a way that is not offensive and maintains your brands value too.

*Sourced from the Internet