How to reject candidates in a way that will strengthen your employer brand

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Turning down a candidate over the phone demonstrates that you truly valued their time and interest in your organization

Turning down candidates is part and parcel of the hiring process. Yet, it is a part of the process many organisations struggle with either because of ‘lack of time’ or simply because we as humans try to avoid giving unpleasant news and hence avoid giving negative feedback to candidates. Unfortunately, not giving candidates timely and personalized feedback can really harm your employer brand and negatively impact your hiring processes in the future. Follow these simple guidelines to turn rejecting candidates into an opportunity to strengthen your relationships with your talent pool:

1.

Do it over the phone

Turning down a candidate over the phone demonstrates that you truly valued their time and interest in your organization. It also makes you stand out as an employer and show you value your talent. As a result, candidates are more likely to speak positively of you to their network and also reapply to future roles on your organization.

2.

Give and get feedback

Give honest and constructive feedback on why you turned the candidate down for the role. As long as your feedback and advice is genuine, the candidate will find it useful and will appreciate your input. In return, ask for their feedback on their experience. This can give you valuable insights of what needs to be changed or improved in the hiring process.

3.

Keep in touch over social media

A candidate who was strong enough to be considered for an interview once is likely to be someone you would consider again for roles down the line. Ensure you keep your talent pool active and engaged by keeping the communication lines open and connecting with them on social media and periodically checking in by congratulating them on their career moves etc.

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