There was an article on one of the major job boards today titled “How to Craft a Candidate Rejection Letter or Email”, which has prompted our blog topic today.
Following up with candidates who have been rejected is essential, and it is a minor detail that separates poor recruiters from excellent ones. I guess sending a rejection letter or email is better than not providing a candidate with any follow up. I don’t believe we are so busy that we can’t take a couple of minutes to reach out to close the loop with those candidates who have been rejected, it’s a matter of providing quality service and prioritizing.
I would prefer not to send out rejection emails, but would do so over not doing anything to close the loop. Moreover, I would prefer to take a few minutes to circle back to the candidate by phone. A rejected candidate from one company might be a treasured candidate for another. You never know who the candidate knows or how dropping the ball with them could affect you long term. If they have had a poor experience it’s doubtful they would trust you with a referral.
My motto is to provide folks with a result be it directly or indirectly. Relationships are the key to our industry, to networking, and to building successful, long-term relationships. More times than not, the results we provide are in the form of career counseling, constructive feedback, resume proofing, and not in the form of an actual job offer.
The article I read today was correct about one thing, and that is not closing the loop with your candidates will damage your reputation and cost you respect. Pick up the phone, make a quick call, and save your reputation.
It only takes a few moments to debrief your candidate and to provide honest, but empathetic and constructive feedback. A few minutes of your time will go a long way in helping you to maintain your reputation, and provide the candidate with a pleasant experience.
Zina Brown - Tuesday, January 19, 2010
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