In the rush of finding that perfect candidate and the busy back-and-forth about contracts and start dates, it can be easy to overlook a really important part of the recruitment process: unsuccessful candidates.
Every aspect of the recruitment process is a reflection of your brand – both as a business and as an employer.
Though someone may not have been the perfect fit this time, a positive exit makes sure candidates only have good things to say to other job hunters and peers, leaving the door open for a positive return tomorrow.
Here’s how to build your talent pipeline by handling goodbyes with grace and empathy.
Insightful Constructive Feedback
One of the biggest questions a candidate is left with after a rejection is “why?”. But few businesses provide an answer: 94% of candidates say they’d like interview feedback, but only 41% have actually received it.
Mitigate potential concerns from the legal team by keeping feedback factual, constructive, and forward looking. Communicating any feedback in writing can also help avoid miscommunication and give candidates time to reflect before responding.
Timely and Transparent Communication
Hiring is a time-consuming process, particularly when you’re inundated with applications.
Whether it’s good news or bad news, responding to candidates quickly goes a long way towards building a positive employer brand.
Personable Rejection Messages
Words matter, especially when you’re communicating something you know will be disappointing.
This isn’t a job for ChatGPT. Make sure the messages you send are warm and personable. Although it might just be one of hundreds of template-based rejection emails for you, it’s a big deal to hopeful candidates.
If you’re using templates, work with your brand or marketing team to spend time crafting ones that convey the key information and fit with your employer brand.
It’s their last point of contact with you, so make sure they leave the process with a positive impression.
Encouraging Future Applications
Be clear that just because someone wasn’t right for this particular role, you’d still consider them for future opportunities.
Show you really mean it by including a link to your current vacancies page; you could even consider starting an email list to alert them to new opportunities with your organisation.
Not only are you leaving that candidate with a positive impression, you’re building a talent pipeline of candidates you know are interested in working for you.
Networking Opportunities and Resources
Whether it’s an online event that you’re hosting or a course you know is particularly useful for your team, consider sharing ways a candidate could usefully progress their industry knowledge to make them an even stronger candidate next time.
Not only will this attention to detail set you apart from other potential employers, it also shows that you’re invested in your team’s learning and development – even before they’ve started.
Rejection in Context
Rather than thinking about an unsuccessful candidate in isolation, put it in the wider context of the value of building and maintaining your employer brand.
A positive employer brand can speed up the hiring process, decrease your average cost per hire by 50%, and significantly boost the number of strong candidates applying for your roles.
If your team is short on time, find a recruitment partner that’s able to ensure candidates have a positive experience.
Remember, candidates often won’t differentiate between internal recruitment managers and external recruiters, so make sure you work with someone that knows your industry and business to leave a positive last impression.
From curating a short list to handling goodbyes, Finiti Search is the only recruitment company specialising in Fintech sales roles.