Job candidates often complain about the lack of feedback they receive from interviewers. You're not legally obligated to reach out to a rejected applicant, but providing candidate feedback is a good way to maintain positive relationships with the job seekers in your community. If your job entails hiring new employees, and thereby rejecting other applicants, here are some tips for communicating with candidates.
Don't lie to candidates about why they were rejected for open positions. When providing candidate feedback, many HR representatives and hiring managers rely on tired phrases such as "you're overqualified" or "another candidate was a better fit." Using these lines may make you feel better about having to reject someone, but it doesn't help rejected applicants understand why they didn't get the job. Instead of telling everyone the same thing, give honest feedback to each person. If you rejected a candidate because he lacked experience managing projects or leading teams, tell him so.
If a candidate is not a good fit for your organization, don't try to soften the blow by suggesting she apply for future job openings within your company. The candidate might take you at your word, causing you to spend extra time reviewing her application materials and sending form rejection letters. Give honest candidate feedback so that people don't waste their time applying to your company when you have no intention of hiring them.
In some cases, another candidate really is a better fit for the job or your company as a whole. If you have to reject a good candidate because someone else was better, tell the rejected candidate exactly what influenced your decision. This is not the time to be vague; if you hired someone else because he had four more years of professional experience than the rejected applicant, say so. If the person you hire seems like a better fit for your organizational culture, tell the rejected applicant it was simply a matter of cultural fit.
Some hiring managers are hesitant to provide honest candidate feedback because they are afraid of being sued. You can reduce the risk of litigation drastically by focusing on the skills, knowledge and abilities required for the job. Never provide candidate feedback based on race, gender, religion, national origin, disability, marital status, sexual orientation or color. If you tell a candidate he lacks a certain skill, make sure the skill really is essential for the job opening.
When you call someone to provide candidate feedback, get right to the point. Don't get a candidate's hopes up by spending several minutes making small talk. Get the rejection out of the way at the beginning of the conversation, explain why you made your decision, ask if the candidate has any questions, and then end the call.
Communicating with candidates helps employers maintain good reputations and cuts down on the amount of time you have to spend reviewing applications from people who clearly aren't a good fit for your company. Providing candidate feedback also gives rejected applicants the information they need to strengthen their resumes and do a better job during future interviews.
Photo courtesy of pakorn at FreeDigitalPhotos.net
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