How to tell the applicant that "you are not qualified for this job"

How to tell the applicant that "you are not qualified for this job"

Recruiters don't respond to this? Pain? There's a go

How to tell the applicant that "you are not qualified for this job"

How to tell the applicant that "you are not qualified for this job"

Recruiters don't respond to this? Pain? There's a good reason, right Busy comes from the problem of breaking an interview mentioned at the beginning.

So, when is revenge?

1, since it is unqualified, why should I tell him?

Some recruiters may be confused. If the candidate meets the standards, it is understandable that we communicate with him and tell him what to do next. But if the candidate is unqualified, why bother?

The recruiter was frustrated that the candidate didn't come forward because he invested time and expectation in the interview invitation. Similarly, candidates have invested time and expectation in submitting resumes, whether after the initial examination or after the second interview. If you ignore his feelings? Even now this neglect has become a habit? He will feel uncomfortable, too. A simple message or an email will make the candidate's heart hanging in mid-air settle down and then feel warm and respected.

Even if the candidate is unqualified, you can still keep in touch with him On the other hand, it can also protect the brand image of the company to a certain extent? Your major will make your business look good.

Moreover, it is not appropriate this time, which does not mean that it will never be appropriate. Communication opens the door to future cooperation with candidates. If he has a good impression on your employer's image, even if he is not suitable, he will recommend the right person to you. If he is also your customer, it will also enhance your customer loyalty.

2. How to tell the candidate?

If you agree with me, the next thing we have to consider is how to tell him. After all, this is not good news. How to balance the scales is a science.

In the recruitment process, we reject unsuitable candidates in two main links: one is that the candidate sends a job application, and the recruiter rejects him when he sees his resume; The second is that the candidate enters the interview, and the recruiter feels that the candidate does not match the position and refuses him.

In the first case, usually a simple email can effectively communicate with the candidate. For example:

I am very touched that you applied for the position of XX in our company. But the competition for this position is very fierce at present, so we regret to inform you that we will not accept your application. Your resume has been included in our talent pool. If you want more feedback, I'd be happy to discuss and communicate with you further. My contact information is: xxxxx. We sincerely thank you for your interest in our company, and we also hope that you will continue to pay attention to our official website and learn about future job opportunities. Look forward to having the opportunity to work with you in the future!

Such a thank-you email tells the candidate that he does not meet your screening criteria and you have no chance to hold hands. Besides, you've thought it over. If you leave your contact information by phone or social media account instead of email, it shows to some extent that you recognize his ability and are willing to keep in touch with him for a long time.

3. How to refuse after the interview?

The second situation is to reject the candidate after the interview. We can use the phone or email, or both. In either case, you should pay attention to the following points.

1) indicate the name of the candidate.

Reject the application, can you use it? Sir/madam? But after the interview, it's best to call them by their first names. Because you already know this person and have established some kind of connection. His name is unique. You call him by his name, which represents a kind of respect.

2) Thank him for taking the time.

It may be natural to spend time looking for a job, but he chose not to choose other companies, but spent his time on your application and interview, indicating his recognition of your company. You should also give polite thanks for this recognition.

3) explain his advantages

Being rejected is a very frustrating thing? We also mentioned the interview failure, and recruiters should feel the same way. Therefore, when we refuse others, we should first give him a positive feedback, tell him what skills and qualities you appreciate and enhance his personal confidence.

4) Explain the reasons for your refusal.

After expounding his advantages, you should explain the reasons for your refusal. Maybe you have no experience, maybe you lack other skills you need, maybe? In a word, another candidate is more qualified than him.

5) Express wishes at the end

This time? No? Doesn't mean? Never? . Especially those who can enter your interview process, there is still some potential for future development. So in the end, you should express your wishes moderately, and the door to future work is open for them.

Whether using telephone communication or e-mail, including the above contents, can bring candidates a relatively positive job-hunting experience.

Remember, not only recruiters, but also hiring managers and interviewers who participate in the interview need to realize the value of this feedback. If they take notes during the interview, it will also help you communicate in the future.