Every employer and hiring manager’s worst nightmare when it comes to rejecting a job candidate is being asked “why didn’t I get the job?” It may make for uncomfortable conversation, but providing rejected candidates with helpful, constructive criticism not only leaves a positive impression on a potential customer or client, it also builds your brand — being known as the company that only hires the best, but lets the rejected candidates down easy is something to strive toward.
Why Bother Giving Feedback to Rejected Applicants?
As an employer or hiring manager, it may seem like a waste of precious time to answer rejected candidates’ questions about why you chose another applicant instead, but it’s well worth the time and effort. Giving feedback to applicants leaves them with a good feeling toward your organization, and that extra time you spent is something they will remember – and share with colleagues and others who will make use of your services. What’s more, giving good, constructive criticism to candidates – who were just shy of meeting your needs – gives them the chance to improve. They will be much more likely to apply to your organization in the future, when they are more experienced and knowledgeable.
How Should I Broach Uncomfortable Subjects?
No one likes telling a rejected candidate that her interviewing skills need improvement, or that the skill set he has is not what’s needed. Like any other difficult conversation, however, it’s often all in how you approach it. Instead of pointing out flaws one by one, focus first on what you did like about the candidate, and then gently point out the ways in which he could improve. Whenever possible, leave them with resources – i.e., tell rejected candidates where they can build the professional skills or experience they need to make them the kind of employee your company hires.
To Volunteer or Provide By Request?
Providing constructive feedback to every single rejected candidate is not always feasible. As a rule of thumb, you should only provide this information by request. However, it’s never a bad idea to let a candidate who just missed making the cut know what would give him the edge the next time, whether he asks for the information or not. Doing so softens the blow for the candidate while also making your organization look like one that cares about building up the professional and social community you serve.
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