How do you provide feedback to an applicant who repeatedly applies for positions they are not suited for?

Providing feedback is crucial because it offers applicants valuable insights into why they did not secure their dream job. Many applicants apply for positions they are not qualified for out of desperation, which ultimately does not help them. By giving them feedback, you help them understand where they fell short and how they can improve, which is more beneficial for their future job searches.

When I see a candidate repeatedly applying for roles then I like to take to the time out to ask why. It's usually because they're interested in the company and don't see a suitable role, in which case I like to find out what they would like to apply for in the future and add them to my talent pool so I can contact then for for future opportunities.

Be Honest but Kind. Start with positive comments about their enthusiasm and commitment to your company. Clearly but gently explain why their current qualifications do not match the requirements of the positions they are applying for. ? Provide Specific Feedback: ? Suggest Alternatives: ? Encourage Future Applications: ? Be Available for Further Discussion:

Offering constructive and specific guidance can be helpful. Acknowledge their interest in the company and appreciate for the persistence. Clearly explain why their skills and experience do not align with the roles they’ve applied for, and suggest areas for improvement or suitable alternative positions that match their qualifications. Encourage them to focus on roles that better fit their background, helping them to understand how they can better target their job search efforts.

It's important to try and understand the reasons why the candidate keeps applying for unsuitable roles. Perhaps they are following some misguided advice they found online? Then it's best to simply explain, why mass applications are not a good idea. Or maybe they see your organisation as their dream employer, and are grasping at straws just to be noticed? In such a case I'd recommend a more personalised approach: to analyse their resume and skills and provide advice on which roles would fit their background.

Start by acknowledging the applicant's continued interest in the organization, expressing appreciation for their enthusiasm. Frame the feedback in a constructive manner, highlighting the specific skills and qualifications required for the positions they have applied for and offering guidance on potential roles better aligned with their expertise.

Approach the conversation with empathy, acknowledging their efforts and enthusiasm. Make sure they know I appreciate their interest in our company and their desire to contribute.

I believe that an empathetic and altruistic approach makes feedback as human as possible, as the search for a new job often causes anxiety and many are in delicate financial situations, which leads them to be persistent about a particular position.

I perfectly agree with the approach of an empathetic perspective, but being people guided by emotions, we must be careful to what point we can empathize with a candidate. Unfortunately, I ran into a situation where I empathized too much with a candidate, ending up in a position where I consumed myself related to the difficulties of the person in question. It is quite a fine line that should not be crossed.

If they are someone that aligns with the organizations mission and values, you can redirect them to some of the jobs they are qualified for and would have an opportunity to interview for. Make the introduction to the appropriate recruiter and encourage them that the growth they are seeking is possible but they would need to start “here” first. Kindness, empathy, and a bit of career advisement for what’s possible with their current skill set can go a long way to help the eager applicant!

I like to bring them in for a "courtesy interview" where I will learn more about them and their specific skills. I have done this with several applicants and provided them feedback on their resume. I will then direct them towards positions that fit their skillset and resume more. I have even offered to help with "mock interviews". While it may not land them a job at our organization right now, a little bit of career counseling tends to go a long way.

It's a great compliment if someone is interested in your brand and it should never be batted off rudely. Keep the door open for candidate's for the future, they could also recommend your brand to other experienced candidate's if they have a good experience.

Talk about potential roles and career paths that match their skills and experience. Offer to keep their resume for future openings that better fit their profile. Encourage them to apply for other positions within the company that align with their qualifications. Keep a positive relationship by showing interest in their career goals and aspirations.

Talking about future opportunities involves guiding the applicant on how they can succeed in the future. After giving feedback, suggest other roles that might be a better fit for their current skills and experience. Encourage them to consider different paths or opportunities within the company or industry. Discuss ways they can improve their qualifications, such as gaining new skills, getting more experience, or furthering their education. Let them know that you see potential in them and are open to considering their applications for future openings that align better with their strengths. This helps them stay motivated and gives them a clear direction to work towards.

I would offer suggestions for professional development that could make them a stronger candidate in the future. This might include specific courses, certifications, or experiences that could enhance their qualifications.

Provide tips on courses and training so that the candidate can invest in their knowledge to develop and grow, improving their skills and competing for better opportunities.

Professional development means helping someone grow and improve in their career. This can involve learning new skills, gaining more knowledge, or getting more experience. Encourage the applicant to take courses, attend workshops, or seek mentorship to develop their abilities. Talk about the importance of setting goals for their career and working towards them step by step. Suggest ways they can build their resume, like taking on new projects or responsibilities. By focusing on professional development, you help the applicant understand how they can become more qualified and successful in their chosen field.

When giving feedback to an applicant who keeps applying for jobs they're not suited for, it's important to be kind and focus on their professional growth. Start by acknowledging their enthusiasm and persistence. Then, explain the specific skills or experiences needed for the roles they've applied for and point out where they might be lacking. Suggest ways they can improve, like getting more training, gaining relevant experience, or applying for jobs that better match their current skills. This way, you help guide them towards better-suited opportunities and support their career development.

Keep your feedback professional and courteous, avoiding any language that could be perceived as dismissive or discouraging. Remember, your goal is to provide helpful guidance while maintaining a positive impression of your organization.

From the beginning, the approach should provide information about the position clearly and objectively. In case of persistence, politely show the details of the criteria for the position and inform what can be improved so that in the future or for other positions, the candidate is better aligned with the desired profile.

continually applying for unsuitable positions can affect their candidacy negatively. It's crucial they understand the importance of targeting roles that align with their expertise.

Boundaries are essential, as we've all had candidates repeatedly apply for positions for which they have no conceivable chance of being hired. When speaking with them, politely advise them of your role, and the recruitment process as a whole; highlight the job description, and that candidates selected for an interview, will closely align with that document. Ensure they understand the importance of reading and understanding the requirements as laid out in the job description, while highlighting that applying for positions where their background does not align with the job description, is wasting the time they could be spending on opportunities better suited to them.

Sometimes people don't like to hear the truth, that they are not right for the role. So they may keep applying. Setting a boundary is important, explain to them how repetitive applications could look bad on their character & offer them advice on how to track their applications and even how to apply for relevant roles.

Clearly define the boundaries or criteria applicants should consider when applying for roles within your organization. This might involve outlining minimum qualifications, required experience levels, or specific skills necessary for certain positions. Setting clear expectations helps applicants make more informed decisions about where to focus their job search efforts.

Being cordial and offering advice, including recommending courses to the candidate, brings them closer and creates a connection with the organization. It also enhances their personal brand and that of the company, showing a positive image and being empathetic to the candidate's current situation.

Personally, I would share a list of resources that they can use to upskill and learn about the area they're looking to break into. I would then keep in touch with them after 3, 6 and 12 months to hear how they're getting on and whether I'm able to support them once they've developed their skills and gained some more experience.

Continuous support means being there to help and guide someone over time. Let the applicant know that you are available to assist them even after the current application process is over. Offer to provide advice, answer questions, or give feedback on their progress as they work on improving their skills and experience. Encourage them to stay in touch and keep you updated on their professional development. By offering continuous support, you show that you care about their long-term success and are willing to help them achieve their career goals. This ongoing encouragement can make a big difference in their motivation and confidence.

1. Inviting applicants to seek advice or feedback in the future demonstrates ongoing support and a commitment to their career development, fostering a positive and enduring connection with your organization. 2. Providing general job search tips or resources encourages applicants to improve their application strategies, positioning your organization as a helpful resource in their professional growth and potentially nurturing future successful candidates.

Suggest alternative positions that align better with their current qualifications. Encourage them to apply for roles where their skills and experiences are more suitable.

Do you remember that scene in Liar Liar when Jim Careyscreams into the phone: “stop breaking the law, ????”? This is the way

A candidate who isn't the best fit today could become one tomorrow. After all, your hiring requirements evolve, and people develop skills and experience over time. Using the terms at this time keeps the conversation in the present. It implies that there may be future prospects for the candidate at your organisation.

Below is ChatGPT’s response to this question and I’ve never felt more certain that AI has some work to do ????♂????? “Acknowledge their enthusiasm and interest in the company, which is commendable. Then, gently steer them towards roles better aligned with their skills and experience. Highlight their strengths and suggest areas for development that could make them a stronger candidate in the future. Offering resources, such as relevant courses or mentorship opportunities, can be beneficial. This approach maintains their motivation while guiding them towards more suitable opportunities.”