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Getting Out of a Job Search Rut

Your company reputation depends on effective communication with clients, suppliers, and job applicants. A positive outcome from any interaction is ideal; however, all job interviewees are not going to be selected or receive good news. How, then, can an employer reject a candidate without sullying its reputation in the eyes of the candidate.

Liz Ryan, contributor for Forbes highlights the importance of managing candidate expectations. For example, a problem occurs when an interviewer or manager may inadvertently say “You certain seem qualified” or “You are one of the top contenders”. Managing expectations is a key component of ensuring minimal disappointment in a rejected candidate.

  • Emphasize the need for caution to interviewers or hiring managers so that comments that might raise hopes are avoided. Inform candidates of the timeline for the decision. If it may take up to a week to finalize the decision, tell them so, so that they are not on tenterhooks immediately after a final interview.
  • In delivering a rejection to first round interview candidates, an email or letter thanking them for their time and explaining that you will not be making them an offer this time is sufficient. The communication can invite then to follow the company discussions on LinkedIn or the company Facebook page and to apply for other future vacancies. This type of communication is professional and implies respect for the candidate’s time and effort.
  • For final round interview candidates, a personal phone call is appropriate. The call should thank the candidate for their time, that you enjoyed meeting them, but that you will not be making them an offer at this time. By inviting the candidate to stay in touch via LinkedIn or other social media, the employers is not closing all doors and is building its valuable network.
  • If the candidate asks why they were not selected, exercise caution in a response. A statement could be considered discriminatory and lead to litigation. Some employers may wish to give the candidate advice to help them in their interviewing techniques. Although some applicants may appreciate the feedback, some may feel that they were treated unfairly and file a complaint.

PrideStaff professionals can manage your recruitment processes to ensure that candidate expectations are appropriately managed and your reputation remains intact. Contact us for your contingent and permanent staffing needs.

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