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THE ART OF REJECTING: A CODEFORCE 360 STUDY

Rejecting an applicant might be easy but breaking the news of rejection is hard as it gets no matter how professional you are. Just the mere mention of the word forms a knot in the receiver’s throat and a guilty feeling for the one who must break it to him/her. Despite all the hassles associated with rejecting a candidate, there’s a way to go about it. Here are some of those methods you ought to use for rejecting a candidate in a clean and subtle manner:

  1. Set the expectations at the start: Ensure that the candidate you’re screening knows all there is to know about the job, the selection process, and what to expect after. This is because candidates who are practical and can mentally prepare for any outcome are the ones who have all the information available to them.
  2. Avoid breaking the news late: Checking their inboxes and waiting for a call is what candidates do post an interview. Everybody who has a job has gone through this. As a recruiter, it’s important to understand that white noise just makes it worse. If you’re sure that a candidate’s not made it through, it’s better to inform them as soon as you know.
  3. Be crystal clear about considerations: Another good way to let your candidate know about the talent pool-competition is to update them about the other profiles you’ve screened. By doing so, you’ll make the candidate understand how he/she stacks up against the rest.
  4. Be blunt about why they were rejected: Candidates facing rejection need to know why they lost out on an opportunity. Avoid leaving rejected candidates in the dark. As a recruiter, you might be in the middle of multiple screenings but it wouldn’t hurt to help some understand where they were lacking.
  5. Seek feedback: This is a firm indicator of your flexibility and desire to take your standards notches higher. Candidates will always have something to say about your methods or process. Some may be things you’re aware of but a few points here and there can help you become an efficient recruiter.
  6. Add them into your networks: Just because a candidate was rejected doesn’t mean he/she is not fit for further opportunities. Sometimes… it’s just about the “right individual for the job”. Connect with them and constantly keep updating them about the other opportunities you come across. In times such as these, connections are truly investments for the future.

Seeking cost-effective and cutting edge IT staffing solutions for your company? Contact us at CodeForce 360 today.

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