Hiring the right candidates for a top executive position is essential to
help organizations achieve their business objectives in a timely and effective
manner. However, for every candidate selected, companies generally reject
several others, due to various reasons. Irrespective of the reasons, informing
the candidates about their rejection is generally an unpleasant experience and
when not done in a proper manner, it can hurt the employer brand value of
organizations quite significantly. That is why the top recruiters from an AESC member in Vancouver stress on the
importance of handling this integral aspect of the hiring process in a tactful
and empathetic manner.
Delivering The Bad News
Most organizations, while communicating with rejected candidates, focus
only on the time, effort and money they have lost in pursuing such individuals.
This self-centered approach makes them ignore the fact that the candidates
might have suffered equally or even more with their rejection. Moreover, the
manner in which the news of rejection is delivered to them reflects the values
and ideologies of the company as an employer brand. Given that the rejected
candidates may still be a part of the business organizations as customers or
even future employees, companies need to work a way of delivering the bad news
in a manner, that enables them to walk away feeling respected, rather than
being belittled for their shortcomings. To ensure this, the top headhunting firms in Vancouver suggest adherence to the below discussed three tips.
Do It In A Timely Manner
Most candidates being considered for a job position, spend a
considerable amount of time and effort in researching, applying and preparing
for the hiring process. In some cases, the candidates might even ignore other
decent offers in favor of gaining an opportunity to work with a specific
organization. Hence informing them about their rejection in a timely manner is
essential to make it possible for them to take up other available
opportunities. Executive Search Firms In Canada
Make It Concise And
Personal
Most organizations use a simple template to send rejection letters,
which are perceived by the candidates a cold and insensitive. A better
alternative for organizations would be to create multiple variations of the
simple template tailored for different rejection scenarios. These should
further be accompanied by a customized letter featuring unique content for
individual candidates. These letters should thank the candidates for their time
and also offer a brief explanation about the reason for rejection. Such
responses help organizations to maintain a positive relationship with rejected
candidates, and make it easier to approach them in the future for an available
position.
Maintain The Rapport
Recruiting organizations work extremely hard to establish a rapport with
every candidate during the hiring process. Ending this rapport unceremoniously
once the candidate had been deemed unsuitable for a role, can in no way prove
beneficial for the organization. In this context, the leading recruitment firms in Canada, suggest maintaining the
rapport with the most talented candidates through personalized and thoughtful
responses. Companies should make it a point to provide constructive feedback to
rejected candidates whether or not they seek the same. Keeping in touch with
the strongest candidates can help in simplifying the next hiring process for
the companies.
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