How Should I Tell Someone They are Not Hired

It’s not easy to tell someone that he or she is not hired unless and until you’re very much experienced in doing this. Moreover, some people with a lesser emotional quotient can do this easily. But, for the normal HR guy, it’s really a tough job to break the news to a job aspirant that they are not hired.

Proper training is required to handle such situations. Otherwise, at times the situation might go beyond control and create a bad name for the employer in the long run. So; it’s very important for a business house or a recruiting firm to formulate and follow a result-oriented policy or strategy to avoid such emotional situations.

There are some proven methods to handle such emotional emergencies. A lot depends upon the kind of rejection and the mode of communication. Moreover, the techniques bound to vary depending upon the country in question.

A solution working for telephonic information might not work at all for a face to face rejection. Moreover, a rejection at the first level of an interview will be much easier to handle compared to a rejection done after four-five levels of screening. So, it requires a lot of professional expertise to handle such emotional emergencies. Otherwise, it may push the job aspirant to some kinds of suicidal activity too.

The best way to do it is by starting the discussion in a positive manner. The counselor should try to focus upon the positives of the candidate. He or she should praise the candidate for his strong points first. Once the candidate starts feeling comfortable, then only the counselor should inform him that he or she was not the perfect fit for the available post at that particular time. May be, in the future, his services can be sought of. Moreover, the counselor should try to give some useful suggestions regarding the flaws in the candidate so that they can improve in their next interview.

No one is born perfect. Only through mistakes one attains professional maturity. This point should be kept in mind by a HR manager while informing someone about his rejection.

For telephonic rejections, a HR manager or executive must behave in a more polite manner. This form of informing involves much risk compared to the face to face rejection. Moreover, until and unless a candidate inquires about the selection; no calls should be made in advance to give the bad news. But if a candidate calls up asking for the status of his or her candidature, they shouldn’t be called to the organization to give the bad news in person. A lot of companies do this to create a future database. But, for the candidate, this is extremely disturbing.