How do you deliver bad news to candidates?

Firstly, whether it is Selected or Rejected, Candidate deserves a response. Mostly candidates are happier to be rejected with proper feedback rather than just being ignored without any Response. If we have to Reject a candidate, there must be a rejection feedback from Interviewers. Now instead of pointing it out as Negative point, better to wrap it up with more positive point with this feedback as Area of Improvement. This will not demoralise Candidate and also help them to improve it for further interviews. We should avoid illogical and generic feedbacks as below: -More Experience was expected -Looking for someone early joiner -Position got Closed Providing proper feedback and on time responses does not hamper the Company Branding also.

It is important to give the applicant precise, detailed feedback on the reasons they were not chosen for the post This can help them to learn from their experience and improve their chances of success in the future.

It is important to be transparent with feedback at every stage of the hiring process. Timely communication, and feedback from the hiring manager, can be very helpful whenever possible. It is also important to empathize with the candidate and encourage them to keep trying. Recently, I submitted a candidate for a hard-to-fill role and as I anticipated, the candidate was rejected. I found the candidate's profile to be impressive, and when I spoke to them, they left me with a great impression. I had prepared the candidate before submitting their profile about the kind of talent the company was seeking. I got good feedback from the hiring manager, messaged the candidate, encouraged them to keep trying and they handled the rejection well.

I have experienced timely feedback that save candidate and company time. moreover, it will also increase company branding in the market .

Actually I disagree with the point to avoid using automated templates for Bulk Rejection. Sending emails to specific candidate in bulk is really tedious and time Consuming. Mostly there would be a Platform where Candidate details are captured so using that Platform automated emails can be triggered with specific candidate rejection feedback in it provided by the Interviewers. Can also share Survey link embedded in it so if any candidate has any concern or suggestion can provide through Survey which can be handles later based on Recruiters availability. I also agree that providing rejection feedback for limited specific candidate over a call is much better way so the communication is much clear. Candidates always welcome such feedbacks.

I just had the experience (second time around) of getting a rejection email on in the middle of the night on a weekend. That is a terrible optic - it tells me as a candidate that my application was so irrelevant it didn't deserve to be in the queue; or that a mass rejection was a task on someone's to do list so why not get it done and move on; or that someone is overworked and has boundary issues; or that no one on the recruiting team thought about how the candidate may perceive the timing of the message. I had viewed this company with respect - but will no longer engage. How a company's talent teams treats its most vulnerable - its voiceless rejected candidates - is a window into its values and culture.

I try to NEVER lose sight of the "candidate" as a person with a life, hopes, dreams, financial commitments and feelings. I ask them to invest in the recruitment journey, therefore, I know that if they are not the "winner", they will feel a sense of loss when they receive the news. I insist that the interviewer provides constructive and useful feedback for me to provide for the candidate. I make sure that they receive my genuine thanks for their work and energy and invite them to stay in touch. It's so important to treat every candidate with dignity and to value them - just as I would wish to be treated myself. Not rocket science and regardless of how busy I am.

This question to me is only the tip of the iceberg. It reflects how well the big TA operations machine runs underneath. This machine covers a few components and all those as a whole contribute to how candidates are treated. 1. Culture or mindset - Only one got the job. An organization needs to first believe it’s important or is the right thing to take care of the 99 who didn’t. 2. Technology - Automating responses is a must and speeds up process. 3. Compliance and legal is behind the scene - when to send what messages needs to meet compliance and legal requirements. 3. Process design - A good process should have a nice balance of technology automation and human touches. 4. KPI - Perhaps this can be a performance measurement.