How do you handle feedback and rejection in a respectful and constructive way for global candidates?

1 Know your audience

Before you give feedback or rejection to a global candidate, you need to understand their cultural background, expectations, and preferences. Different cultures may have different norms and sensitivities around how to deliver and receive feedback and rejection. For example, some cultures may prefer direct and honest feedback, while others may prefer more subtle and indirect hints. Some cultures may value feedback as a learning opportunity, while others may see it as a personal attack. Some cultures may appreciate a detailed explanation of why they were rejected, while others may find it rude or unnecessary. Therefore, you need to do your research, use appropriate language and tone, and avoid assumptions or stereotypes.

2 Be timely and transparent

One of the most common complaints from candidates is the lack of timely and transparent communication from recruiters. This can lead to frustration, confusion, and resentment, especially for global candidates who may have invested a lot of time, money, and energy in applying for your role. Therefore, you need to be proactive and consistent in communicating with your candidates throughout the hiring process. Let them know what to expect, how long it will take, and what the next steps are. If there are any delays or changes, inform them as soon as possible. If you have feedback or rejection to share, don't delay or ghost them. Give them a clear and honest reason for your decision, and thank them for their interest and effort.

3 Be specific and constructive

Feedback and rejection are more valuable and respectful when they are specific and constructive. Instead of giving vague or generic feedback or rejection, try to provide concrete examples and suggestions on how the candidate can improve their skills, performance, or fit for the role. For example, you can point out what they did well and what they can work on, what skills or qualifications they are missing or need to develop, or what aspects of the role or the company culture they are not aligned with. This way, you can help the candidate learn from the experience, improve their self-awareness, and prepare for future opportunities.

4 Be empathetic and supportive

Feedback and rejection can be hard to hear and handle, especially for global candidates who may face more challenges and barriers in the job market. Therefore, you need to be empathetic and supportive when you communicate with them. Show that you care about their feelings, goals, and aspirations, and acknowledge their strengths and potential. Avoid using harsh or negative words that can hurt their confidence or motivation. Instead, use positive and encouraging words that can inspire them to keep trying and growing. You can also offer them some resources, referrals, or feedback channels that can help them with their career development.

5 Be respectful and professional

Feedback and rejection are not personal attacks or judgments, but professional decisions based on objective criteria and business needs. Therefore, you need to be respectful and professional when you communicate with your global candidates. Respect their privacy and confidentiality, and don't share or disclose their feedback or rejection with others without their consent. Respect their dignity and diversity, and don't discriminate or stereotype them based on their race, ethnicity, nationality, gender, age, religion, or any other factor. Respect their time and effort, and don't waste or abuse them by giving false hopes, misleading information, or unreasonable requests. Respect their opinions and feedback, and don't dismiss or ignore them if they have questions, concerns, or suggestions.

6 Follow up and stay connected

Feedback and rejection are not the end of the relationship, but the beginning of a long-term connection with your global candidates. Therefore, you need to follow up and stay connected with them after you communicate with them. Ask them for their feedback on the hiring process, and how you can improve your candidate experience. Invite them to join your talent community, newsletter, or social media platforms, and keep them updated on your company news, events, or opportunities. Reach out to them periodically, and check in on their progress, achievements, or challenges. You never know when you might need them again, or when they might refer someone else to you.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?