What to say when rejecting an internal candidate

What to do when candidate is rejected? How to reject an internal candidate? How can I tell a candidate that he has not been selected? Don’t Do it Over Email.

Email may be a blessing and a curse (my inbox screams curse at the moment), but we can all. Be Clear About the Reasons Behind Your Decision. An in-person meeting requires a bit of planning on your part. In most cases, such opportunities for the company’s growth will also lead to opportunities for your employees’ growth. Talk about such opportunities with the internal candidate who was rejected for an open internal position and show them how they can still take part in the company’s growth.

So, you want to term the rejection in a more positive light. Say instea The selection team has decided that they will not pursue your candidacy further. Write down what you want to say to tell a candidate that he has not been selected and then practice it. I would normally say something to the effect of he was not the person chosen to fill the position. And then wish him good luck in his job search.

The hiring process for the assistant was already underway. Bonus points for telling them how you are going to help them get there. Triple bonus points for putting an actual plan in place to do so. If you can’t be honest about the reason that an internal candidate wasn’t chosen, maybe your reason isn’t fair.

It depends on why you are rejecting the internal candidate. There have been times that I have had internal candidates who thought that they were readier for more senior leadership positions than I did. In the case that you are rejecting them only, the position is still open, but not for this perticullar candidate , you can reject him saying I am sorry, but we are looking for candidate with different set of skills (someone else). There is absolutely no room for possible negotiation.

We appreciate you taking the time to visit our offices and interview with our team. At this time, we have chosen to proceed with another candidate who has more leadership experience. Ways to Reject a Candidate as Painlessly as Possible. Let the candidate know ASAP. Many hiring managers wait until the end of the hiring process before they notify unsuccessful candidates.

Personalize, personalize, personalize. Many recruiters wait until the end of the hiring process, even as long as it takes for a new employee to start the job, before they notify unsuccessful candidates. If you’re able to make the message personalize thanking the candidate for their time and interest, all the better. Building empathy into your rejection process will benefit both parties. Telling them they were great in an interview when they know they messed up won’t earn their respect.

You don’t have to be too honest, though. Keep your feedback tied to the job requirements. Opening a job to internal candidates means rejecting internal candidates. A rejection from a current employer hurts more than a rejection from an external organization.

Answering these questions is more nuanced than rejecting an external candidate. After all, this is someone who believes in your company and wants to grow their skills and responsibilities there rather than somewhere else—that’s why they went after that internal transfer to begin with. I say b) — because many managers justify “going outside” if the internal candidate is only , say , of what is needed. Can your internal person pick up the job requirements in a couple months? No job applicant wants to hear those words.

But doubly painful are those words for an “unsuccessful” internal candidate. The wrong job candidate , on the other han may be slow in their responses or not respond at all, expressing their lack of interest in the job. The internal job candidate has ways to Sunday to present better and should know more than any external candidate.

Unfortunately, based on the interviews I have conducte of the time, the EXTERNAL candidates treat the interview much more seriously than their internal job candidate counterparts.