Did you know, according to the LA Times, the average job seeker/candidate gets 24 rejections before they find “the one?” Knowing this, if you’re in a position where you have to tell candidates that they didn’t make the cut, will you change your strategy on how you deliver the news? -Especially if you’ve only “met” them virtually, and haven’t actually had an in person interaction? Here are four things you should be mindful of the next time you have to reject someone when you’re hiring.
Let Empathy Be Your North Star
Put yourself in the position of the candidate. Think about how you would want to hear you weren’t the first choice, and let that feeling guide you through your conversation. As glassdoor.com explains, “An interested candidate never wants to hear that they didn’t get the job, but if you message it correctly, you can leave them feeling good about themselves and open to future opportunities.” This doesn’t mean you should placate the candidate with an untrue story about why they didn’t get the job, or give them false hope about the chance they could get the role. Instead, be transparent without being cruel about why he or she is your second or third choice.
Pick Up The Phone
Resist the temptation to send the standard rejection email. Why? You miss out on the chance to stay connected to or keep great candidates interested in your company. You don’t have to get into a long, drawn out conversation about your decision making process. In fact, it’s better that you don’t. If you can keep the conversation brief and focused on what opportunities you know are on the forefront in your organization, and express that you would appreciate the option to keep the candidate in mind for the future, not only are you respecting the effort the candidate has put into their application for the role, but you’re also nurturing the possibility that he or she will consider a role with you in the future.
Personalize
Yet another reason we think you should pick up the phone to reject a candidate is because a standard “rejection email” doesn’t incorporate or address your individual candidate’s interview experience. Taking a moment to appreciate how he or she handled themselves professionally throughout the process or highlighting something memorable about your interaction with the candidate will strike a positive note with the candidate. As workable.com suggests, you might want to think about surveying candidates about your hiring process. Here’s a survey template that you could put to work for you.
Let the Candidate Know Right Away
There are a dozen reasons why you might choose not to tell a candidate they’re “out of the running” right away. However, choosing to wait to reject a candidate can backfire. As thebalancecareers.com explains, “Additionally, as an employer, if you’ve decided that the candidate is not the right person for the job, retaining the applicant tempts you to settle for an under-qualified or less than you had hoped for, staff person. This is not a cornerstone of a successful selection process.” If you’re not communicating with your candidates regularly throughout the hiring process, you’re risking losing your best talent, and leading them to believe they’re not “the one.” Don’t avoid conversations because you don’t know what to say. Even if your dialogue or messaging isn’t perfect, something is better than nothing.
Rejecting people, personally or professionally, is never easy or fun. However, if you are honest about your process, feelings and future opportunities, you can enhance your company’s reputation, potentially grow your talent pipeline, and hire the best person for the role. Remember these four things the next time you have to tell a candidate he or she isn’t “the one” right now, and you just might even get a “thank you” from your candidate.