Three Important Tips For Rejecting Candidates Without Hurting Employer Brand

Hiring the right candidates for a top executive position is essential to help organizations achieve their business objectives in a timely and effective manner. However, for every candidate selected, companies generally reject several others, due to various reasons. Irrespective of the reasons, informing the candidates about their rejection is generally an unpleasant experience and when not done in a proper manner, it can hurt the employer brand value of organizations quite significantly. That is why the top recruiters from an AESC member in Vancouver stress on the importance of handling this integral aspect of the hiring process in a tactful and empathetic manner. Top Executive Search Firms In Canada

Delivering The Bad News

Most organizations, while communicating with rejected candidates, focus only on the time, effort and money they have lost in pursuing such individuals. This self-centered approach makes them ignore the fact that the candidates might have suffered equally or even more with their rejection. Moreover, the manner in which the news of rejection is delivered to them reflects the values and ideologies of the company as an employer brand. Given that the rejected candidates may still be a part of the business organizations as customers or even future employees, companies need to work a way of delivering the bad news in a manner, that enables them to walk away feeling respected, rather than being belittled for their shortcomings. To ensure this, the top headhunting firms in Canada suggest adherence to the below discussed three tips.

Do It In A Timely Manner

Most candidates being considered for a job position, spend a considerable amount of time and effort in researching, applying and preparing for the hiring process. In some cases, the candidates might even ignore other decent offers in favor of gaining an opportunity to work with a specific organization. Hence informing them about their rejection in a timely manner is essential to make it possible for them to take up other available opportunities. Executive Search Firms In Canada

Make It Concise And Personal

Most organizations use a simple template to send rejection letters, which are perceived by the candidates a cold and insensitive. A better alternative for organizations would be to create multiple variations of the simple template tailored for different rejection scenarios. These should further be accompanied by a customized letter featuring unique content for individual candidates. These letters should thank the candidates for their time and also offer a brief explanation about the reason for rejection. Such responses help organizations to maintain a positive relationship with rejected candidates, and make it easier to approach them in the future for an available position.

Maintain The Rapport

Recruiting organizations work extremely hard to establish a rapport with every candidate during the hiring process. Ending this rapport unceremoniously once the candidate had been deemed unsuitable for a role, can in no way prove beneficial for the organization. In this context, the leading recruitment firms in Canada, suggest maintaining the rapport with the most talented candidates through personalized and thoughtful responses. Companies should make it a point to provide constructive feedback to rejected candidates whether or not they seek the same. Keeping in touch with the strongest candidates can help in simplifying the next hiring process for the companies.