A very important part of the personnel selection process is that related to the rejection of candidates.
Overall, HR managers and authors devote little or no attention to this stage.
It is believed that it is enough to be sincere and cutting, that is, to openly communicate the rejection and forget about the matter. Gross mistake.
In the following lines I will demonstrate that the way in which the rejection is communicated to a candidate can generate serious consequences for the person who selects and, even more serious, for the company that is looking for personnel.
Whoever takes part in a selection process must assume his task, however minimal, with extreme responsibility.
By selecting prospects for a company we are participating in determining the future of a person and, why not say it, also in that of the society in which we find ourselves.
Therefore, a first requirement to take into account when rejecting personnel is Empathy. That ability to put ourselves in the other person's place and imagine their feeling and acting.
Let us remember that whoever comes to our call does so provided with a special psychological provision. This person may be hopeful, somewhat frustrated, very excited or perhaps has made a great effort to get up their spirits and go to the appointment.
Each candidate thought about our request from at least 24 hours before or, even more, since they found out about our call.
Perhaps you scheduled to come to our company as the first task of that day; Carefully prepared your resume, resume, or resume; he dressed in his best suit; He left home early and struggled to get through the traffic that morning.
Second, selectors should try to understand the individual differences. It is about understanding that thus a candidate seems unqualified to us and without the possibility of joining our company, no person is an absolute nullity in every way.
That person will be located in the job market sooner or later, not with us of course, but surely he will do it somewhere else. As if that were not enough, the lack of some skills can be overcome with due time and training.
Third, Don't Forget Courtesy. Remember that when interacting with you as a selector, the candidate sees the company represented in his person. For the applicant You are the company.
What you do or say the rejected candidate will remember forever as a sample of how things are done in that company.
Therefore, acting as coach is to act as a public relations officer and put the corporate image at stake. Said image is exposed down to the smallest detail.
If the candidate gets a negative impression of the company, because he felt mistreated, he will tell other people.
Remember what is said in marketing: "a satisfied customer tells it to three people, but an unsatisfied person tells it to another ten". Candidates or applicants to a company are also clients.
On the other hand, when that resentful person is located, most likely in a company of the competition, we will have an declared enemy.
Fourth, every company and its recruiters must refine their communication style towards the applicants. It is never easy to express rejection. However, a relatively simple and effective procedure can be followed. Days after the selection process is complete, express your appreciation to the underprivileged candidates or at least the most prominent among them.
Currently this can be done with a simple email.
You can also arrange for the finalists to be thanked over the phone. In doing so, be sure to acknowledge the kindness of people for giving their time; Highlight the qualifications of each of them and something very important: Do not speak in negative.
Nothing is more disheartening than hearing "You have not been chosen." Instead, say, “Our company has already decided on that position.
We wish to express our gratitude for your interest. We will keep your profile on file and take it into consideration for future personnel requirements.
We wish him luck and success. ” If the decision was really difficult, let those who reached the final stretch know it and highlight its merits.
Finally, let us remember that no selection process is infallible. Even transnational firms are sometimes wrong to take on staff.
Hence, if the favored and hired candidate turns out to be the wrong decision, despite a meticulous selection process, in order to save time and money we should go to those who were finalists as soon as possible.
But a rejected and offended candidate will cost us more money not only because of what he can say about our company, but also, if we can convince him, by negotiating his payment and possible additional benefits. On the other hand, a selection process, as part of a company's public relations, generates a snowball effect.
If a company is recognized for always acting with justice and responsibility, its calls will be well attended. If the company has not been concerned with building a good reputation, its personnel requirements will be ignored and slanderous.
