Recently I was asked by a VP Human Resources executive what is the best way to “sorry” or reject candidates who have interviewed with the company.
Of course, no one way fits all situations but generally this is what I do:
1) Ask yourself how you would like to be treated in the same situation. If you do that, good common sense and kindness prevails.
2) Let the candidate know that you are going in a different direction and why. It could be that you want more experience, better culture fit, more of an educational or licensing requirement, etc. Keep this as general as you can but also with enough information that makes good sense to the candidate.
3) Tell the candidate that you were very impressed with them and hope that they will stay in touch with you via “Linked-In” in the event there is another opening down the road that might be a better fit.
4) Offer them at least one area that they may want to keep in mind the next time they interview. Offer constructive feedback if you believe the candidate has the business maturity to take this on.
5) Thank them for all of their valued time for interviewing with you and your company.
I have found that respecting a rejected candidate pays dividends down the road for that candidate, you and your company.
