Rejecting candidates is an inevitable part of hiring, but how you do it can impact your employer brand and future hiring success. A well-handled rejection maintains relationships, preserves company reputation, and leaves the door open for future opportunities. Here’s how to say ‘no’ the right way.
Don’t keep candidates waiting. Once a decision is made, inform them as soon as possible. Delayed rejections create frustration and damage goodwill.
Avoid generic rejection emails. Use the candidate’s name and, when possible, reference something specific from their interview or application.
Thank candidates for their time and effort. A little gratitude goes a long way in making the rejection feel less impersonal.
A short, actionable insight on why they weren’t selected can help candidates improve and leaves a positive impression of your company.
If a candidate was strong but not the right fit for this role, let them know you’d love to consider them for future opportunities.
Wish them well in their career and encourage them to stay connected via LinkedIn or future openings.
Conclusion
Rejections don’t have to be cold or discouraging. With a little care, they can be opportunities to build relationships, enhance employer branding, and ensure a great candidate experience—even for those who don’t get the job. How does your company handle rejections?