Store their information in your ATS software for recruitment agencies and reach out to them if you think they’re a good fit for a future job.You can also refer candidates in your candidate pool to other recruiters.
It can be easy to get carried away during resume screenings and interviews, especially if you think a candidate might be a good fit.
But remember, the decision ultimately comes down to your client.
Although you can send out mass rejection emails using your ATS software, you should personalize each to address the candidate by name. Again, you can let them know that you would like to keep in touch, but only if you mean it.
Candidates might ask you why they didn’t get the job.
However, it’s important that you respond to applicants to let them know you received their applications but they aren’t a good fit for the position.
You can still add these individuals to your candidate database and develop a relationship with them.If you call a candidate to let them know they did not get the job, get right to the point.Tell them that your client has decided to go with another candidate and you appreciate their time throughout the process.Some experts agree that once you interview candidates, you should call them with the bad news.If the candidate doesn’t get to the interview stage, then you can email them.But, don’t make them think the job is a sure-fire thing.Overpromising gives candidates a false sense of hope and can leave them blindsided if your client doesn’t pick them.And, let them know that you would like to keep in touch.Sending a job rejection email doesn’t have to be impersonal.There might be dozens or hundreds of job applications, but you will only extend the job offer to one person. When job applications start flooding in, it can be overwhelming.Narrowing down applicants is naturally the first step before you pass on candidates to your client.