We had two very strong candidates rejected for a role this
week. Myself and my colleagues were left
baffled that neither went forward in the selection process but knowing the
client well, were sure that strong and reasonable consideration would have been
given. Our only conclusion was that our
candidates were good, but beaten this time by more suitable candidates.
These are the worst moments in recruitment, closing down
candidates you believe in and like.
No-one wants to hear bad news, but of course, how we react to this news
is key.
You have to let the feedback sink in, digest what you hear,
take it as it is meant - constructive.
As recruiters, when we give feedback we need to be clear how
we deliver it. We mustn't highlight the
reason given by the client for not progressing, and develop that point into an
issue. If a candidate has been pipped at
the post let them know, be sure and assuring, tell candidates that when
recruitment works well, you sadly have to reject great candidates, and accept
on occasion that more suitable candidates are selected.
A reason for rejection isn't always about weakness, but
often about simply lesser strengths in relevant areas.
Candidates: listen to the feedback, don't just close down
when you hear it's bad news, it isn't personal and remember, when you are the one getting the
good news, several other strong candidates will be feeling how you feel now.
The company that you were dead set on joining shouldn't lose
any attraction simply because they said 'not this time'. Perhaps next time will be the right time;
don't burn bridges and don't close any doors.
Ask your recruiter to pass on your thanks and appreciation
at being considered, ask them to specifically contact the client on your behalf
and ask to be kept in mind for future opportunities.
One day, you'll be grateful you did!
