Hiring managers regularly perform a critical gatekeeping function to make sure that only competent candidates move on to the next stage of the recruiting process. You must first go through hundreds or even thousands of resumes in order to discover a candidate that looks to fit the team’s demands. Initial interviews could have been planned, but you (or the team) have now realized that they are ultimately inappropriate. In light of this, the essential question of how to deliver terrible news to someone is raised. Below is the detail to write a letter if you are not interested anymore.
Ghosting someone may seem like the best (and simplest) line of action, and many businesses frequently choose this tactic. If there isn’t any follow-up following an application, whether it’s to reject it or make an offer, it may attract candidates and give them false hope. In many cases, not responding to applicants might leave a terrible impression and even draw attention away from your business.
Instead, we advise rephrasing the question as “How to inform someone they didn’t obtain the job.” If you weren’t hired, how would you want to be notified? The golden rule is applicable in this situation just as it is in so many others, which is a fantastic way to reframe the conundrum of how to tell someone they didn’t get the job, despite the fact that it may seem clear.
The majority of human resources professionals agree that the correct approach to let a candidate know they didn’t receive the job is to send them a rejection letter. Instead of having to start from scratch when writing these rejection emails, it’s fantastic to be able to utilize a template to make the process as simple as possible. The section below also provides writing suggestions and a sample rejection letter for an application.
Why Send a Letter Rejecting a Job?
It’s important to consider the consequences of a “non-response” while deciding how to tell someone they didn’t receive the job. Although the candidate has already been “rejected” internally, we’re here to discuss the lack of follow-ups following the interview. People may see your business negatively for a very long time as a result of impatience, discontent, and misguided optimism. With the subject line “bad interview experience,” this will appear as a negative Glassdoor review. Even if this could be the worst-case scenario, it is obvious that a lot of candidates eagerly anticipate hearing from the organization.
Writing a job rejection letter makes it easier to stay in touch with applicants who may eventually be a better fit for another group or position. If they had good hiring experience, it will be easier to maintain them in the applicant pool since they could be suitable for positions that require further experience and training. What matters most is that they will have a positive memory of your company.
Candidates will also regard you favorably if they are aware of the time and effort you value them devoting to applying for jobs and preparing for interviews. They may now focus their efforts on other businesses as they won’t have to wait for a callback. Additionally, it provides a sort of resolution. more so if they believed they had a solid chance since they did well in the interview. By taking the initiative to send the rejection letter, you contribute to lowering future expectations and disappointment. Instead of waiting for them to contact you after the interview.
Keep your writing formal and concise. Once you’ve determined that the applicant is unqualified for the position, send them out.
Personalization
Particularly if they participated in at least one interview round, this step is crucial. Include the candidate’s name, the title of the job, and any encouraging comments made during the interview. If you set up an automated rejection email in the event that a candidate’s resume is turned down during the resume screening stage, your company will stand out from the competitors.
Feedback
You could also choose to suggest ways they can improve based on their interview performance or what they did incorrectly that stopped them from landing the job. Candidates will certainly appreciate the feedback and find it helpful in their next interviews. Make sure you say this in a kind and considerate manner to avoid seeming critical and even offending the candidate.
