What to Do When a Candidate Doesn’t Get the Job (Part I)

two people interviewing

Hiring can be tough. We have to sift through hundreds of applications, screen multiple candidates, conduct multiple interviews for each one, and it usually all ends up boiling down to one candidate to fill one position.

Once that’s all squared away, many would think the hiring manager’s duties are done.

But there’s a lot more to the hiring process than filling the position. The truth of the matter is that the countless number of candidates you had to go through to find that right one don’t just up and disappear into thin air.

That means you need to do something about them, and it requires more than just telling them to “go away.” Over the next few days, we are going to talk about what you as an employer need to do when a candidate doesn’t get the job.

For today, we’ll concentrate on why it is important to make sure you adequately take care of those candidates who didn’t get the job. Take a look below:

  • It’s rude not to care. Plain and simple, not letting the candidate know that they didn’t get the position is just plain rude. Even though they didn’t make the cut, these candidates probably spent a good amount of time preparing themselves. From customizing their resume for the position, prepping for the multiple interviews, taking days off, and travelling to the interview site, to potentially putting their current careers on the line in hopes of getting the job with your company, the hiring process takes a lot. Suffice to say, they at least deserve to know they didn’t get it.
  • It impacts your employer brand. Secondly, showing those candidates who didn’t get the job that you care says a lot about your employer brand. When you make the effort to let them know they didn’t get the job, you’ll possibly soften the blow that they didn’t get the job, preventing any unwanted animosity between you and them.
  • It impacts your talent pool. That brings us to our third point: ending the hiring process on good terms will hopefully keep those candidates in the talent pool. Just because they didn’t make it this time, doesn’t mean they won’t have the opportunity to do so in the future. If you treat them poorly, you may have just thrown a perfectly viable candidate out of your talent pool–a bad move on your part.

Check back tomorrow when we give you a few tips on how to successfully take care of a candidate who didn’t get the job. In the meantime, what do you think about caring for candidates who didn’t make the cut? Is it important to you? Let us know by connecting with us on Facebook or Twitter!

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