Rejected candidates to future customers, how to be great at recruiting: an HR guide

We know that your job is to find the potential employee for your firm, but at the same time when it’s a rejection of a candidate, the way you let them know about their future in the firm creates a considerable impact on the future of the company.

Wondering how? According to Virgin Media, about 18% of their rejected job candidates were also their customers in the future. So the way you manage your rejected candidate matters. We hope these three methods will help you handle your rejected candidates for a better future.

Treatment:

Once the interview is over and you don’t find the required qualities in the candidate, instead of announcing the results immediately, take some time and announce it with their positives and your expectations.

Because of the way you handle them in the interview matters, if you announce their results when the session is on, it sometimes creates a negative mindset in the candidate’s head. So on a safer note its better you take 24-48 hours and announce it, and on a positive hint, you can always tell them to apply in the future.

Communication:

Communicate with them, instead of sending out emails. Call them personally and let them know. This makes the candidate feel that they are respected and thereby building a value about the company. In this internet era, most of the candidates review their interview experience in Google, Glassdoor, and many other recruiting sites. So the way you communicate with the candidate reflects on the company brand value.

Feedback:

Give them positive feedback and give them suggestions on where to work on, because this works like magic, the candidate will respect you as a person and thereby adds value to the company. Some times after revealing the results, you can tell them about the places to look for jobs or any job fair that you know is happening currently. Try to apply these when handling your new hires and build a better future for yourself and the candidate.