Dear Recruiters, Hiring Managers and Business Owners

Is it important to you that all your job offers get accepted? Did you ever think it’s possible that candidates whose applications you reject thank you for the experience? You don’t need to be a fancy tech multinational to achieve these. You can be a tiny business hiring your first employee, or a well-established local company of 100 employees.

Size doesn’t matter.

Just read on.

A successful relationship between yourself and the candidate is based on mutual effort and understanding as well as collaboration towards achieving a common goal.

The key word here is mutual. The candidate is analysing your behaviour as much as you are scrutinising theirs. Even if you do extend an offer to them, it’s not guaranteed they will accept, if you have made their candidate journey an unpleasant one (talk about employer branding).

So, let’s see what positive action you can take and what behaviours you need to showcase during the first contact with the candidate, to create a positive experience for them and maximise the chances of your offer being accepted.

1. Show up and be on time

The candidate has invested time and effort to be there. They are probably stressing out; they could be outside of their comfort zone. It will go a long way with them, if you create an equal, inclusive, and safe environment for them to thrive in. So, be on time, put your phone away, and, please doν’t try to show them you hold any sort of power over them.

2. Be honest

Τell them if you think this isn’t the best opportunity for them and explain the reason why. Don’t mislead them to believe that they have the skills you’re looking for, if you think they don’t. Don’t waste their or your time by dragging out the inevitable.

If, on the other hand, you decide that their profile is a good fit, do voice any concerns about their application at the initial stage, to prepare them for all potential outcomes (e.g. “We are looking for 5 years’ experience and you have 4, but you have excellent internships and projects during your education, which, we can explore in the interview”).

3. Share information about the team and the company

Provide more information than the job spec can give them, including the structure of the team, the processes and tools they use, the targets, the social scene in the office; anything that can paint a realistic picture for them to understand how it is to work in the company.

4. Don’t leave them hanging

Anyone who has ever looked for a job has a story to tell about how they never heard back. Be the person who stands out and give them the worth they deserve by giving them closure. If they have interviewed, call them on the phone to inform them of the team’s decision. If you decide to reject their application after the phone screening, an email should suffice.

5. Don’t just ask them a list of questions

But, rather, have an open discussion with them in order to understand their circumstances. Make them feel comfortable and accommodate a nice conversation, where they get to understand your part in the process and the job on offer, as much as you get to understand their experience and character qualities.

6. Offer interview advice

You know the interview requirements well, and, therefore, you should be able to help them prepare for the style of interview the team prefers. Provide information regarding the specific structure of the interview and the style of questions, and insights into the hiring manager’s mind.

7. The last one goes without saying, but hey, we’ve seen it all

Do not ask about their personal situation and/or their age. Don’t be the recruiter who gives the rest a bad reputation.

Bonus point

Did you notice how we never say “reject the candidate“, but only “reject the candidate’s application“?