What To State To The Candidates You Don't Hire | Fusion - WeRIndia

Personally I feel hiring never come easy for me, during the process you’ll face different personalities people. But at the end you have to find the best one from them.

It make you feel good when you finalize someone, there’s a clear front-runner, and you’re excited to make this person an offer. But the bad thing is – there were a couple of other candidates you liked, but who just weren’t quite the right fit.

And next week, you’ll have to both let them down gently and field their “Can you give me any feedback on why I didn’t get the job?” requests.

If you’re dreading this step in the process, you’re not alone. Many interviewers don’t like or simply don’t know how to deliver the news, so they use a generic form letter and go radio silent after that.

But a better move is to approach this process with tact, grace, and professionalism.

Beyond it simply being the nice thing to do, you never know if these candidates or their contacts might be a good fit for your team in the future.

It might take a little arrangement and practice, however by fusing the accompanying changes into your meeting procedure, you’ll be better arranged to deal with these discussions.

Be Prompt

Recall your own activity seeking days: You’ve most likely had no less than one exceptionally positive meeting that finished in a staggering rejection.

The main question running through your brain was probably “Why?” And then when you asked for feedback, you needed to hold up a long time until the point when you got an exceptionally standard and practiced reaction.

What interviewers don’t realize is that, by doing this, they may be losing out on a potential future candidate. If you really thought the candidate was great, then speak up! Remember that the meeting was additionally a possibility for individuals to become more acquainted with your organization, and if your runner-up is not treated with the courtesy of a prompt and straightforward response, then he or she won’t even bother to apply again once another opportunity arises.

Point to Your Selection Criteria

Although the job description may have a long list of desired experiences and skills, you probably believe that only five or so of those things are critical. Check whether you can put these things on paper and rank them from most essential to slightest critical. As you’re planning your feedback to candidates, use these as your guide.

You can then tell this candidate that while his or her experiences in the other areas were great, he or she should try to work on some social media management projects to be a better fit for similar positions. Now, isn’t that better than “Another candidate’s skill set matched our needs more closely?”

Not quite sure how a candidate stacks up to the criteria? This may mean that the interviewer didn’t give you enough information. It’s fair to tell the candidate this; you really enjoyed the interview, and his or her resume looked great, but you simply didn’t get enough detail to assure you he or she could do the job.

Keep in contact—and Mean It

If you truly liked the applicant—perhaps he was extraordinary, however didn’t exactly fit the criteria for the activity, or she would be the ideal fit for another part that isn’t exactly accessible as of now—at that point tell the competitor precisely that. At that point, demonstrate you mean it by keeping in contact.

Send that individual a LinkedIn ask for, welcome him or her to a systems administration occasion, and guarantee to let him or her know whether another opening would be a superior fit. You never know when the planning will be correct, and by then you’ll as of now have a set up relationship.

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