The current employment situation is still struggling, meaning there is intense competition for relatively few jobs—which means employers are rejecting a greater number of applicants than usual.
How you reject applicants can mean the difference between applicants still having a positive impression of your organization, versus coming away with hurt feelings or even giving them incentive to take you to court on discrimination claims.
A well-crafted rejection letter is the safest route for external candidates who were interviewed—it assures them that they were seriously considered for the position and it keeps you from having to verbally explain, in detail, why you rejected them.
In crafting the letter, it’s generally best to give a neutral and nonspecific reason for the rejection. After all, no employment law requires you to tell employees the reason why they weren’t hired, and you don’t want to get pul...(register to read more)
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