When candidates apply for roles, they are often never contacted if they are didn't get the job.
It's not always easy sending out the bad news, so when employers do send out rejection letters, they tend to be impersonal and non-specific. Their reasons could either be a lack of time or from fear of causing offense. Failing to give feedback is one of the most common mistakes employers make.
Why is it important to send candidates a rejection letter? Because, even though they were unsuccessful, you want them to feel good about your organization so they don’t spread negative comments about you among their friends and relations.
Here are two important tips on how to construct the best rejection email, as well as a template at the end of the article you can use the next time you decline a candidate.
1. Thank them for their time and effort.
But don’t sound too mechanical. Instead, try to convey genuine appreciation. You must understand that there are many companies who are hiring to choose from, and it would be a compliment when a candidate chooses to apply at yours.
2. Keep the door open
If a good candidate didn't make the cut because they missed out on a few skills that your company is looking for, it's sometimes best to let them know that you'll still consider them for future openings. Saying, “We hope you don't mind if we reach out to you in the future,” is a good place to start. And by asking for their permission, you’re thinking that the candidate’s circumstances might be different later on.
It's inevitable for candidates to feel disappointed when they receive a rejection letter, but what they shouldn't feel is devalued or unappreciated. When you compose a rejection letter, always be warm, be forthcoming, and add at least a specific touch.