It is a well known fact that hiring is one of the most important and challenging process in any organisation. One simply can not ignore the significance of hiring at different stages of growth of an organisation. Especially when your are about to start working on your idea or product with your dream team. Beyond a shadow of a doubt, you need passionate people in your team to build your product. Which is why you take every necessary steps to screen the candidates and utilize your possibly every resource to test the skills of the candidates. But, under all course of actions intended to recruit the best hires, companies generally miss out on one noteworthy factor - “Rejecting candidates”.
This may not look like a big variable to be in the top list of your hiring cycle, but in fact it is as important as any other part of your hiring process. More often than not, the candidates who get red flag by the hiring manager do not receive any valuable feedback. Rejection email should contain feedback from the interview, for candidates should be kept in the circle of information until the last mile. Not giving feedback is one of the primary error that hiring managers make.
Why should I take a pain to write feedback for a rejected candidate ?
Of course you are not liable to write feedback in every rejection mail you send, but it is a good practice to include this activity in your hiring process. Any candidate who gets rejected from a company would likely to perceive that company in bad taste. Unless provided with relevant answer and feedback as to why they have not been selected, there is always a chance to receive negative reviews about the company. Sure as shooting, you don’t want a bad word against your company written over social media channels, and among their friends and acquaintances.
Another reason why you should consider including feedback in rejection emails is to pave the way for the future hiring opportunity. If the candidate lacks on certain skills which prompts you to take the decision of not hiring him, then it is quite possible that the same candidate could acquire those skills in future and would prove to be the potential hire for your organisation. Moreover, you should send the feedback in order to relieve yourself from endless follow up call from the candidate.
What is the best time to send the feedback?
The whole motive to send the feedback on time is to save yourself from the pain of following up with the candidate later on. Thus, the moment you realize that the candidate would not fit in your organisation, you should inform them about the same then and there only. What we have experienced from taking umpteen number of interviews is that interviewer gets to know about the skills of weak candidate in the middle of an interview itself. In fact most candidates are aware of their performance in the interview and they would surely appreciate your honest feedback. Tell them where they lack in so that they could introspect and could work on their skills.
Isn't it rude to tell only weak points to the candidates?
Sure, it is. Which is why it is advisable to mention good and positive factor that you have found in the candidate during the interview in the beginning of your email itself. This way the candidate would perceive your subsequent criticism in a good way. Your email should give the impression that you value their interest in your company and want them to work on their skills.