How to Reject Candidates

In a recent publication, we talked about the importance of leading teams in front of directing people. The recruiters have to face every day many challenges among which are to capture the best talent for our organizations but, once we get it, the process is not over yet. Perhaps one of the most important parts is missing: loyalty to the candidates. for more business tips you can access this page climateweeknyc2010.


On numerous occasions we have talked about the importance of creating loyalty and creating engagement among the company’s employees, since they are the best weapon of dissemination and notoriety to, on the one hand, attract talent, and on the other, improve Employer Branding. The same goes for the candidates.


We must not forget that a person who has sent their profile to our offer is because they are interested in working with us and their attitude towards the brand is positive. If, on the other hand, he does not receive any type of response or comments about his non-inclusion for the position, his impression will turn negative, not only losing excellent candidates for other possible positions, but also damaging the brand image.


How to communicate in a human and positive way with the candidates?

1- Write a personalized and humanized email

Not only is it important to inform the candidate that on this occasion he or she has not been chosen for the job, but it must also be done with a humanized communication. This means that the standard mass emails that some companies send are not the most appropriate.


The candidate must realize that there is a person and not a machine behind the rejection email. For this, a good advice is to include in the text of the email personalized data of the person to which we go.


2- Use the feedback sandwich

The “Feedback Sandwich” is what recruiting experts and coaches define as “praise, criticism, praise.” This means that when you are creating the text to send, you must offer relevant and objective data on why this time the person has not been selected.


Let’s give an example: “We really liked your experience in the Financial area, however we are looking for someone with more commercial experience. We will not hesitate to contact you again, if a position of these characteristics arises. “Positive, Negative, Positive”.


3- Go straight to the point and assume your leadership

Recruiters must act as leaders when making decisions and communicating them, so it is not a good idea to make detours, which can lead to confusion in the candidates. Do not use phrases like “the company has informed me that you are not suitable for the position …” or “the management has decided to choose another profile …”