5 ways to Incorporate Empathy in your Job Application Rejection Process
Recruitment is one of the key primary functions of HR professionals in the workplace. HR is responsible for facilitating the overall goals of the organization through effective administration of human capital.
Recruitment is the first phase in building an organization’s workforce. At a high level, the goals are to discover and employ the best candidates, on time, and on budget. Most of the time, HR practitioners or recruiters end up having more candidates’ applications than the job available. This has been in existence and will continue to happen, however, the problem with this is that only a few are given the job and the many others who applied for same job are completely forgotten.
Overtime, we have seen lack of effective communication between job recruiters and job seekers who failed to get the job. This particular act according to a data collated by the Talent Board, has caused a 40% increase in candidate resentment since 2016. As a result of this, most of the candidates are less likely to apply to the same company again based on their experiences and are less likely to recommend the company to others.
Despite the various development in the HR to make recruitment a lot more easy and seamless, the Job Application Rejection Process still happens to be greatly overlooked by recruiters. The biggest pain point of job seekers being that they never get an update on their application from the recruiters. The employers don’t bother to send a rejection letter explaining why the application was rejected too.
Considering how big of an issue this has been over the years, this article has brought a list of best HR practices that recruiters can use to manage rejection better using empathy.
Be Fast and Responsive about Job Application Rejection:
One of the very best ways of managing rejections well is to be fast about the rejection process. Select your best candidates and be quick to inform the ones that failed the interview about their application. Set up a 24hrs response team to reach out to candidates who failed the test/interview via email or any convenient medium.
For physical and virtual interviews, its best to let the job applicants know their result within 24-48 hours while those you mass reject, can be reached out to within one to two weeks. Try your very best not to make them wait as this could affect the reputation of your company.
Be Sure to Provide Feedback
Always understand that sending only rejection letters is not enough most times. Ensure you provide job seekers important feedback on their application, itemize their weak points or at the very least give a short explanation of their performance and tell them what they need to improve on.
This simple act will help them build a better relationship with your company.
Build a Support System for Them:
Endeavour to support the rejected job seekers by sending them information, newsletters or job recommendations to help them further their job seeking process. Consider sending them tips and free resources to help them continue to their search for a job.
Encourage this culture to help job seekers accept the rejections and move on. Also help them understand their rejection is not an indication of their incompetence.
Strive to Get Their Opinion/Feedback About the Application Process:
Make conscious effort to get job seekers opinion about your hiring process. They are the best to help you understand what aspect of your recruitment process needs to be improved.
Build a good relationship to enable you ask them what they think about the application process and how they were treated by your recruiters to increase your understanding of the application and interview process.
Invite them to Apply Again:
Ensure when another position becomes available, the previously rejected candidates are the first to get the new job notification. This will surely encourage them to become your brand advocates even if they don’t get the job.
Conclusively, ensure you take note of this 5 Hr Best practices for managing rejections to help your job seekers feel right about your brand. Improving your Job Application Rejection Process shouldn’t be too stiff, upright and hard, try to be more considerate and compassionate.
Doing this will help you get the best candidate for your job and avoid making enemies.