One area that most executive search firms and staffing agencies do not do particularly well in is saying “thanks but no thanks” to candidates who do not receive the offer.
Personally, I consider this as part of our job and a way to establish a long term relationship with the candidate who was unsuccessful. If a candidate does not do well in competing for one particular job, they may be a better fit down the road. They will remember how the executive search professional treated them. I also think we can help the candidate with constructive comments that they can absorb and possible use in the future when interviewing.
I usually first start out with asking the candidate if they truly want the unvarnished truth. This question allows you to be candid with the candidate and gives you license to be constructive and truthful.
I attempt to focus on one area that the candidate can improve in. The candidate is usually very invested in the process as he/she has spent their valuable time interviewing. In some cases, they may have interviewed three times before it was decided that they were not the best fit. You need to constructively package the information so that the candidate hears the message but does not get overwhelmed and emotional about the feedback. That is certainly the risk of having this conversation so you need to handle it carefully and with empathy. The candidate is usually emotionally raw at this time.
After the area of improvement is discussed and the main reason that the job was not offered to this candidate, I always say that they will be on my radar and I mean that. I have had candidates fail with one company interview process but months later, do very well and are offered a new opportunity with a different company.
Saying “sorry” to a candidate is not easy but it can lead to a constructive, long term relationship and the staffing professional’s reputation and credibility will grow because you took the time to help a fellow individual. The “sorried” candidate will not forget that.
