Refusal to the candidate after the interview: reasons and methods of notification

Business communication is a communication format that has its own rules, norms, regulations and recommendations. Unfortunately, not all companies adhere to the format, sometimes they grossly violate it or simply neglect business etiquette. And often such blunders happen in a situation where a candidate who has not passed a successful interview is rejected.

An honest attitude that will explain the refusal to the candidate after the interview takes precedence. But these must be reasons that directly relate to the professional image and the idea of ​​the candidate's qualities that has developed in the host company. If the candidate himself makes a request for an explanation of the reasons, it would be a professional omission to refuse him this too.

However, there are several reasons that should not be voiced. Let's list them.

• If you do not like the applicant's appearance, age, some features of self-presentation. If all this can be explained by subjective assessment, then such things, of course, are not voiced. This looks like an unreasonable decision on the part of the employer. Perhaps it is.
• Discrimination is prohibited, so a self-respecting employer has neither the moral nor the legal right to exercise it. But that's in theory. In practice, gender discrimination is often manifested when the employer is sure that a woman (or a man) will not be able to cope with a specific job, so she (he) should be denied a job. This approach is absolutely outdated; moreover, it is condemned. But even if the employer is guided by just such an assessment, voicing it is a double mistake.

Possible reasons for refusal could be:

• high demands of the applicant;
• false data;
• incorrectly composed resume;
• lack of self-confidence, which will predictably negatively affect work;
• frequent change of jobs;
• lateness, disrespectful attitude of the applicant to the interview format, specialists.

Refusing a job is one thing, but refusing to explain is an even bigger loss of reputation. Especially in cases where the casting or competition is carried out in several stages, and the applicant is “weeded out” at the final interviews. In this case the employer, based on the selection results, makes a small professional report, which makes the selection procedure transparent, which can help a potential applicant in further employment.

Once again, it is worth noting - you need to answer. This information is important not only for the applicant (he undoubtedly deserves respect), but also for a company that wants to maintain a business reputation, and therefore wants to make the selection of specialists transparent, objective, and clear.

You should adhere to this position: every applicant is a potential partner. Today he may be rejected, and tomorrow he will become part of the company (client or colleague). And a refusal, which will be given without explanation or notification, is a big minus for the company.

Ideally, during the interview itself, or even when announcing it, the screening company clearly marks the timing of the response. This is a smart approach that structures the relationship in advance. The applicant will not worry ahead of time, he will have a clear algorithm of actions at his disposal. And this also disciplines the employer.

The maximum response time is 2 weeks. Anything that does not fit into this deadline speaks of the disorganization of the recruitment process in the company. It is assumed that the candidate is not looking for other ways, waiting for an answer. Therefore, making you wait more than 2 weeks is simply disrespectful.

Consider the options for how you can notify the applicant of the refusal.

• By phone. The most common option. The employee who has received this mission must be instructed in communicating with the applicant. Business tone, communication style, friendly attitude, clear and meaningful answer - this is what should be in such communication.
• Written refusal. You can also write to the applicant if there is an agreement on such a connection. You can make template letters for the HR department, which will be written correctly and respectfully. If the refusal concerns this particular time period, but the company sees potential in the applicant, is not averse to seeing it in other projects (in the future), then this should be reported in the letter.

For some companies, writing a disclaimer is a whole problem. Some are embarrassed, others act very harshly, and someone gives not entirely clear answers. There are templates for this - tips on how to refuse respectfully and competently.

Sample Failure Alert Text.

• Hello, Irina Alexandrovna! On September 20, 2019, you were interviewed for the position of a sales manager. On behalf of Forum, I would like to thank you for your time. We saw that you are a professional and striving for development specialist, you left a pleasant impression of yourself. Unfortunately, our choice fell on a different candidate. Your resume remains in our database in case a suitable vacancy becomes available in the company soon. We will be glad to invite you to cooperation. All the best! HR Manager Elena Petrova.
• Evgeny Ivanovich! We would like to inform you of the results of the competition for the position of the head of cultural projects of the Everest Foundation. Your resume turned out to be interesting for us, but among the applicants there was a specialist who, as of today, most closely matches the criteria for choosing a candidate. We wish you to find a position where your professional achievements and potential will be appreciated. If you give permission, your resume will remain in our database. Recruitment Department, Everest Foundation.

It all depends on what the competition was, as well as how many applicants have to be notified of the refusal. If there are more than 7-10 of them, the employer will not just call everyone. But if this work lies with the representatives of the personnel department, the secretary, you can insist on a polite and beautiful refusal by phone.

Recommendations for correct and correct refusal to the applicant.

• Do not go beyond the business qualities of the candidate. Any hint of appearance, gender, age, race will be considered discrimination. And discrimination can cause an applicant to go to court.
• Don't promise to hire in the futureif it is a simple attempt to mitigate the failure.
• Watch out for spelling, grammar and punctuation errors, which are also part of the experience of you.
• Don't write very long texts. Substantive and succinct - this is how to write a refusal.
• If you have information about the place where the applicant could apply for the position, let it know in another letter or call.
• Be sure to end the text on a friendly note.