You’re busy … often, overwhelmingly busy. Taking extra time to write rejection letters to candidates you’re not hiring is probably quite low on your priority list. But, it can mean the difference between a person forming a positive impression of your organization and one whose feelings are hurt – or who may decide to sue you.

Keep the Door Open

You never know, but the person you are not selecting today may be the perfect candidate for another opportunity tomorrow. Or, the person you do hire may not work out for some reason, and you’ll need to go back to the well – so don’t let it run dry.

Protect Your Company

Every once in a while, a candidate who is not hired gets so upset that they look for a loophole in EEOC laws. Your rejection letter can protect your company from unwittingly giving the impression of discrimination.

Provide Feedback

Do the right thing and assist job seekers by giving them constructive feedback. For instance:

These little touches will leave a person with a good impression of your organization – and they will remember the positive experience they had with you.

Internal Candidates Deserve More

It’s in everyone’s best interest to be more open with internal candidates as you explain the reasons you did not select them for a job. Providing an explanation gives them something positive on which to focus: what they can do to better position themselves for future promotions. If people feel they can’t move up within your organization, they will look for opportunities elsewhere.

As you address your ongoing hiring and talent management challenges, turn to the specialized recruiters at PrideStaff Fresno. We can help you to not only find candidates that fit your needs, but also to effectively manage every step of your hiring process. Read our related posts or contact us today to learn more.

 

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