It's always good to know what you're doing right and where the process could be improved!Ī final note from Sanne: “For a candidate that is further in the process and for example already has had one or more interviews, I find it a good courtesy to give them a call and explain why you’re not moving forward in that way. Let candidates know you're available to answer questions and that you welcome feedback on the hiring process. You might also connect them to someone in your network who is hiring for a similar role. Encourage them to continue seeking opportunities that align with their strengths and goals, and if you see a possible future for them at your company, express that and invite them to apply again. Be sure to acknowledge the candidate's possible disappointment or any emotional investment they may have had during the hiring process. Not being selected for a job can be disheartening. Just stick to the key points that help explain the decision – for example, the objective criteria that you used for the evaluation process like qualifications, experience, job requirements or value alignment. You don't want to go into excessive detail about why you're not hiring the candidate, which may end up overwhelming or confusing them. If you have a smaller candidate pool and/or certain candidates have gotten farther along in the interview process, find ways to acknowledge individuals (and if possible, share constructive feedback) so that they feel valued and empowered. If it's an immediate rejection of an application or you have a massive amount of candidates, it may be as simple as addressing everyone by name. □ Do what you can to personalize the rejection letter. It's thoughtful to acknowledge their efforts and highlight any positive aspects you noticed during the application or interview process. □ Always express gratitude for the candidate's interest in the position and for taking the time to apply. Start with the news and then give a short explanation of the ‘why’ – being direct, emphatic and keeping it relatively short." Here are some more best practices to go along with her advice: How to write a professional, clear and compassionate rejection emailĪccording to Homerun's People Ops Manager Sanne Leunissen, when sending a candidate rejection email, it's important "to get straight to the point (without being too harsh) so people know where they’re at. These templates will help you to share the reasoning behind your decision while giving candidates the encouragement and/or feedback they need to move forward and find the role that's right for them! When you send a rejection letter, you want to provide clarity while also expressing empathy and encouragement.īelow □ we have 5 candidate rejection email templates that help you do just that. Hiring means you get to add someone awesome to your team but it also means you have the unenviable task of telling everyone else who applied they are not getting the job.
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