You've faced rejection from candidates. How can you ensure they still view your organization positively?
Even after a rejection, it's crucial to maintain a positive relationship. Here's how:
How do you foster goodwill with candidates who turn down your offers?
You've faced rejection from candidates. How can you ensure they still view your organization positively?
Even after a rejection, it's crucial to maintain a positive relationship. Here's how:
How do you foster goodwill with candidates who turn down your offers?
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To ensure rejected candidates still view your organization positively, communicate the decision promptly and empathetically, ideally through a personalized message. Provide constructive feedback to help them understand the reasons for the rejection and recognize their strengths. Express genuine appreciation for their interest in the company and the effort they put into the process. Invite them to stay connected, offering updates on future opportunities and encouraging them to apply again. Finally, maintain a positive presence on social media, showcasing company culture and values to reinforce a favorable impression.
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First, give them the courtesy of thanking them and sharing constructive feedback. Next, ask how you can help. Would they like you to keep them in mind for future roles? Is there anybody they'd like you to introduce to them? Finally, add them on LinkedIn and tell them you're always happy to be a resource.
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Facing rejection from candidates is the norm, yet how can your team capitalize on rejection? What IF your team can dig into WHY the candidate rejected your organization or your offer? Use rejection as leverage to continue to optimize your recruiting process. Rejection with no feedback is a missed opportunity to improve as ONE feedback point can change results and decrease the likelihood that the right candidate will reject your offer.
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Rejection can be tough, but I believe in leaving candidates with a positive impression. I provide thoughtful feedback, thank them for their time, and encourage them to apply for future roles. Keeping the door open shows that we value their effort and talent, which helps maintain a positive connection with our brand.
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What is the reason? If for example, you have offered them a position but they have declined due to receiving either a counter offer or a better offer, gather the information you need. What was it that the role you offered them didn't have that the other one did have? You should still prioritise giving them a service and wishing them the best with their new role as you never know when you may cross paths again. In the future they may be looking again or they may become a client, always maintain positive working relationships.
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