7 Professional Tips On How To Reject A Candidate After The Interview

To reject a candidate is an inevitable process that every employer should face. It's all about the way you do it, as it says a lot about your company.

Why should you even care?

• Company reputation

The way you reject candidates affects your company's reputation hugely, as it can improve it or worsen it. How you reject a candidate represents a lot about your company culture and ethics.

• Attracting additional candidates

When your company deals with the rejection process professionally, other candidates get encouraged to apply for new jobs to work for you, making you win potential excellent employees.

• It affects candidates' future

Imagine that the way you reject a candidate can change their lives forever. You never know how you affect a person's life. For instance, a candidate may stop searching for new jobs and get disappointed because you disrespectfully treat them.

• Losing an excellent potential employee

Who knows? Maybe this person you're rejecting unprofessionally now becomes a promising employee in the future. It's your company's loss when it happens. You never know how people can work on themselves and develop.

How can you reject a candidate professionally?

1- Be honest and straightforward

It's essential to inform rejected candidates and to be honest with them. Ghosting a candidate makes your company image and the feedback about it the worst.

Even those who got rejected took a lot of time and effort to apply for the job. Keep that in mind.

Always Keep your response as concise as possible and choose your words wisely.

Pay attention to inform the rejected candidates honestly, but also nice. Avoid harsh criticism and getting into arguments with rejected candidates.

Keep in mind to avoid any words that may cause you to get into a lawsuit or any further problems.

You can write down your speech previously, so it helps you talk smoother and steadier.

2- Provide a fair feedback

Sending a follow-up rejection letter is a good idea. Include detailed feedback inside this e-mail.

Start with positive points about the candidate's performance. Mention their strength points and tell them how they impressed you.

You can go for the negative points after that, but do not use harsh language.
Just state the skills they need to work on and why they got rejected in the first place. State that nicely yet clearly at the same time.

3- Inform them as soon as possible

Getting late in informing rejected candidates is disrespectful and inconsiderate. Additionally, it affects the candidates' professional and personal lives severely.

It might prevent them from getting good opportunities in other companies because they are waiting for your response.

Also, if your candidates have anxiety, waiting for the result might make their lives stop for a while.

Just cut it short and inform them fast, so they look for other job opportunities or work on their skills to get in better places.

Rejected candidates appreciate it when you care enough to inform them as soon as possible.

4- Be sweet and considerate

Getting rejected from a job opportunity is burdensome for both employers and candidates, but it's harder for them.

Don't ever use the word "rejected" when you reject candidates. There are other alternative ways to get them to realize the same meaning without totally breaking their hearts.

Tell them that your company always opens other job opportunities and that you'd be glad if they applied again. Don't say that in case you don't want these candidates ever in your company.

Offer rejected candidates to apply for other available positions if possible, opening different doors for them and easing the rejection news.

5- Use a phone call

We realize that it's awkward for many employers to face massive emotions while rejecting a candidate.

On the other hand, it's indifferent to reject candidates through a message or an e-mail. Please consider informing them through the phone.

Thank them for their efforts and time. After that, tell them about the decision of the company.

Moreover, using a phone call as a method of informing them personalizes the experience.
Mention their names through the call and let them know you remember their interview. When you reject candidates in this way, they realize how your company treats them as people, not numbers.

6- Don't give false promises

One of the most dangerous things in the hiring process is giving rejected candidates false promises for future jobs. As we said before, you have to be honest with them.

If you don't think they would fit in your company, don't promise them anything additional.

Sometimes employers stay in contact with candidates in case of any future hiring. Only do that with potential future employees.

Furthermore, don't let your emotions decide on the perfect candidate for the job. Being professional and fair is the best choice for your company.

Don't settle for less than your criteria and keep recruiting for more candidates. Some potential excellent employees may take some training, so consider thinking of those.

7- Ask candidates for feedback

Employers also benefit from the hiring process. It's a valuable chance for you to work on yourself and see your weakness and strength points.

Ask candidates to tell you about their feedback on the whole hiring process. That shows how much you appreciate and respect their opinions.

Ask them to fill the survey sent to their e-mails. Many of them would be glad to express their opinions.

A successful employer constantly considers all people's views, not only the accepted candidates.

Eventually,

How you reject a candidate is critical, but it can benefit your company when done professionally. Exert some extra effort and time in this process, and you'll find excellent results.