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Posted October 08, 2019 by

Can recruiters build relationships with candidates they reject?

By far, the most common complaint that we hear from the 2.5 million Gen Z and Millennial students and recent graduates who use College Recruiter a year to find part-time, seasonal, internship, and entry-level jobs is the lack of basic courtesy demonstrated by recruiters and other human resource professionals. Candidates understand that they should not expect to receive a personalized response to every job they apply to, but they do expect to receive a personalized response to every job they interview for. 

If an employer interviews 10 candidates and hires one, that employer can in about 10 minutes send a personalized email to the nine candidates who the employer was interested enough in to interview but who weren’t as well qualified as the candidate who was hired. The email need not be long or detailed. It need only thank the candidate for their interest and time, let them know that they were not selected for the job, and let them know why. 

Many recruiters are uncomfortable about the “why” portion and will use, as an excuse, the possibility that the why might generate litigation. But the data shows otherwise. The recruiter can easily paint a picture of the successful candidate by summarizing her work experience, education, and other qualifications that caused that person to be hired over all of the others.

Once the recruiter has drafted the email for the first unsuccessful interviewee, it should only take seconds to copy, paste, and send to the other eight. Also, if those other eight remain of interest, the recruiter should say so directly and what steps, if any, the candidates should follow to increase their chances.

If the candidate has interviewed two, three, or even more times, then even more time should be spent to courteously decline them. A great way of doing that would be to recommend, briefly, what the candidate can do over the coming months or years to better their odds of being hired. Maybe they should complete an internship or degree. Tell them. You’ll turn them from disappointed candidates into powerful advocates.

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Posted in Advice for Employers, Applying, Employee engagement, Interviewing, Recruiter Articles | Tagged