“That respects an individual’s need to compute the news.” “I usually wait a few days, let the candidate recalibrate and then they might get something useful out of the conversation,” she says. When the news comes as a shock or hits a sore point, Houghton suggests giving the candidate some breathing space. While part of letting a candidate down involves giving feedback to an applicant, constructive criticism isn’t always welcomed with open arms. “The feeling when you are not successful for that role can be gut-wrenching.” “Place yourself back in an applicant’s shoes preparing for an interview, researching, having your heart set on the role and organisation,” she says. “However, I’ll also tell them where in the overall application process we weren’t seeing the breadth or depth that we needed and say why it’s needed for the role, and potentially where they failed to show that.”Īlex Hattingh, chief people officer at Employment Hero, similarly advises providing thorough feedback in a timely fashion, and where possible, doing so by phone or video call. If they did an online assessment and are in the top quartile, for example, I’ll explain that to them,” she says. “I would go through their strengths, and if there are statistics available, I’d generally share those too. Rebecca Houghton, founder of BoldHR, abides by a rule of thumb which requires the level of feedback to be commensurate with the level of effort (i.e., how far they are down the process).įor candidates whose initial applications were rejected because they didn’t meet the job criteria, she says an email is generally sufficient.īut if a candidate has progressed to the next stage and attended an interview or completed an assessment, a comprehensive phone debrief is “the correct value exchange”. While the process for giving feedback to an unsuccessful candidate will differ depending on the position and industry, there are certain guidelines that can be applied across most situations. Better still, it might even be possible to keep them on side and turn them into brand ambassadors or future employees. No matter how many times you re-word your ‘letting down an unsuccessful candidate ’ speech, telling an applicant they haven’t got the job is never easy news to deliver – and it’s even harder for an unsuccessful candidate to hear.īeing rejected from a role can come as a shock, especially if the applicant has their heart set on the position, or if they’re a considerable way into the assessment process.īut there are ways to manage the process so as not to alienate an unsuccessful candidate from your company. “You came very close, but we’ve decided to go with someone else.” “We regret to inform you that your application has not been successful.” ![]() After all, they might just become your company’s best ambassadors or future employees. ![]() Ensuring an unsuccessful candidate doesn’t feel disgruntled is vital for protecting your brand.
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