Fostering goodwill: How to answer questions from rejected job candidates.

As competition remains fierce for every job opening, you are likely rejecting quite a few candidates as part of your hiring process.  But, when people don’t get the job, they often are looking for answers. Why didn’t I get the job? What could I have done better?

Answering questions from rejected candidates fosters goodwill and positive public relations for your company.

In today’s society, a candidate you reject can quickly become your next potential client, or even your next boss. Fostering goodwill and professionalism after rejection can have a significant impact on your company’s reputation.  Yet, in a society fraught with litigation, how you answer these questions can also increase your risk of liability.

Here are three tips to keep your company out of hot water and handle questions from rejected candidates:

1. Don’t reference protected information.

The Civil Rights Act of 1964 protects certain information about a candidate from having an impact on hiring decisions. Employers cannot reject an applicant because of age, sex, race, ethnicity or disability. In your attempt to make a candidate feel better, avoid entirely any mention to one of these areas. A simple, “We’ve decided to go with a different candidate” will work just fine.

2. Avoid mentioning testing scores.

Many employers use testing to help screen candidates, particularly when a position requires very specific skills. You should never tell a candidate that poor test scores were the only reason they were not chosen for hire (they may demand re-testing), but if a candidate has failed a background check, you can safely divulge that information. In case of mistakes on a background check report, a candidate should have the knowledge of a mistake so that it can be fixed.

3. Thank candidates for applying.

And mean it! Tell rejected candidates that you will keep their resumes on file for up to one year, and let them know that you will contact them should an appropriate position become available. This is common courtesy, and is much more likely to leave a disappointed candidate with a positive impression of your company.

These tips can help keep your organization’s reputation intact, while also minimizing your risk of liability.

Prefer to avoid rejecting candidates altogether?
CornerStone Staffing can help. Our experienced recruiters have worked with organizations across the Dallas Fort Worth area, and we can help with every step of the hiring process – from sourcing and vetting candidates to the final offer (or rejection).

 

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