Hiring managers routinely get questions from rejected candidates that range from timid inquiries to enraged demands for information. It’s tempting to simply ignore these questions, but it’s always worth it to supply some kind of response. Not only is this basic courtesy, it can help protect your company from gaining a negative reputation that affects your ability to attract talent and degrades your standing in the corporate community. Here are a few tips to help you supply the right answers.
Explain the Hiring Process
In everything from your job posting to your initial interview, it’s important to lay out the qualifications necessary for the job and the hiring process that applicants will go though. Making this information clear and available can help rejected candidates make better sense of your decision-making process.
Send Out Rejection Letters
The most common question that hiring managers get asked is “Have you filled the position yet?” You can eliminate these questions by sending out politely worded rejection letters/notifications as quickly as possible. You don’t have to wait until you have made a final hiring decision either. If a candidate is clearly not the right fit for the job, send out a rejection letter immediately following the interview.
Offer Constructive Feedback
Understandably, many rejected candidates wonder where they went wrong. They want to know if it was their resume, their background, their interview, or some other factor that kept them from getting the job. Always be willing to supply this information, but make sure that it is constructive rather than critical. It also helps to avoid specifics as this can encourage the rejected candidate to argue the point. And never make the mistake of using your response to compare the rejected candidate to the candidate that ultimately got the job.
One way to assuage rejected candidates is to assure them that you will keep their resume on file, and encourage them to reapply when new positions become available in the future. Then be willing to follow through on the promise. If you were close to hiring someone, reconsider their resume the next time a vacancy comes up. You might have already connected with the perfect candidate. Furthermore, giving a rejected candidate a second chance can help you build a positive reputation and frame your company as one that respects job seekers.
One final solution to think about is working from a smaller candidate pool. The fewer candidates you consider, the fewer questions you can expect to receive. Let MedPartners HIM connect you with elite professionals that are uniquely qualified to fill your vacancies. Contact one of our staffing specialists today.