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Search
 1. Home
 2. News
 3. Rethink Rejection: How to Turn Candidates Down Without Hurting Your Employer
    Brand


RETHINK REJECTION: HOW TO TURN CANDIDATES DOWN WITHOUT HURTING YOUR EMPLOYER
BRAND

 * 
 * 
 * 
 * 

Picture this. You’re hiring for a critical position at your company, and you
absolutely can’t afford to make a mistake. So you are understandably selective.
You’ve rejected every candidate so far in hopes that the next one is the best
possible hire.

All of this seems reasonable to you until a member of your team sends you a link
to a popular job review site. Then you see it — one negative review after
another that accuses you of mistreating or misleading candidates. 

Of course, you realize that this can do serious damage to your employer brand.
You also know that for every person who takes the time to leave a negative
review that there are others who are discussing their experiences with the
people they know. 

Still, it’s not as if you can simply hire poor-fit candidates just to avoid bad
reviews. Instead, you have to find a way to reject candidates that doesn’t
motivate them to trash talk your company online.


DON’T ASSUME YOU’RE DOING NOTHING WRONG — READ THE REVIEWS

Nobody wants to read something that indicates they are failing to treat job
candidates with fairness and respect. You may be tempted to dismiss these
negative reactions as bitterness or attempts at revenge by disgruntled job
seekers. In some cases, you may be right. However, you should keep a few things
in mind.

 * People are rejected for employment all of the time, and the vast majority
   accept it and move on
 * Even when candidates are frustrated, most won’t go to the effort of maligning
   you online over it
 * One or two negative reviews may be dismissed, but more should be taken
   seriously

So don’t dismiss negative reviews and feedback from rejected candidates as sour
grapes. Instead, read those reviews. Look for a pattern of issues that may be
causing frustration and ill will. Be willing to consider that you do need to
make changes, and start creating a strategy to improve things.


IMPROVE YOUR RECRUITING AND HIRING PROCESSES

When brands think about recruiting and hiring, they often think of a very linear
process that includes:

 * Recruiting
 * Screening
 * Interviewing
 * Making an offer
 * Onboarding

This process leaves out a very crucial step — rejecting each candidate who
simply isn’t a good fit and doing it in a way that is respectful and honest.
Your company should have policies in place to ensure that rejections are
delivered in a professional manner and that they offer clear and constructive
feedback.

Remember to take a critical look at your other recruiting and hiring processes.
Frequently, it isn’t the rejection that causes the issue. Instead, it’s the fact
that the rejection comes at the end of a very frustrating or demoralizing
candidate experience.


EMPHASIZE COMMUNICATION

Rejection always stings, but there are certain things that can make it worse.
Consider things from the perspective of the job seeker. Imagine going through a
lengthy recruiting process. You take the time to ensure you show up to
interviews on time and prepared; you sit for assessments and work hard to
impress your potential employer. 

Then, you wait to hear back for weeks, sometimes months. It occurs to you that
you have done everything you were supposed to throughout this process, yet
nobody at the company feels obligated to extend you the courtesy of regular,
honest communication. When you receive a rejection on top of that, of course you
are frustrated and angry.

This process happens more often than most hiring teams want to admit. Worse,
it’s entirely avoidable. There are ways to use automation in the hiring process
to facilitate communication. These include:

 * Self-service options that allow candidates to see where they are in the
   recruiting process
 * Online chatbots to answer basic questions about your company and job openings
 * Email campaigns to keep candidates up to date

Of course, none of these things is a substitute for the fact that rejections
should be delivered in a timely manner. No job candidate should have to wait a
significant amount of time before receiving this information.


BE CLEAR IN YOUR JOB LISTINGS

People often react negatively to rejections if they feel as though they have
been misled or that the requirements for a position were a moving target. A
candidate may believe they are qualified for a job when they apply, only to
learn that there are some previously unmentioned criteria that suddenly exclude
them.

You can avoid this by writing job listings that are clear, complete, and
detailed. Be forthcoming about every criterion for hiring. Know what your deal
breakers are, and let candidates know.

Additionally, you can use tools like dynamic job listings that allow you to
communicate important information about your company culture. This communication
will help candidates do a better job of determining whether they are a good
cultural fit or not.


CREATE A REENGAGEMENT PROCESS

Are you turning down candidates when you shouldn’t be? Don’t risk frustrating
and disappointing candidates by summarily rejecting them without any further
consideration. 

Instead, review their skills and experience with the needs of your organization
in mind. They may not be a fit for that position, but would they do well in
another role? What about the future? 

If you have a candidate with a good work ethic and the ability to fit into your
company culture but who lacks experience or technical skills, you may want to
rethink how you reject them. You may be able to soften the blow of rejection and
add them to your list of prospects to engage when future openings become
available.

Comparably
September 9, 2022
Posted on September 9, 2022September 10, 2022
Categories: Featured News · Learn More · Workplace Insider


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