The recruitment process contains various procedures before finding the right person for the job position. Due to the number of applicants in a given job vacancy, screening of these applications is necessary in determining the best person for the job. Thus, what the entity can do is to reject candidates professionally.
How should an entity do that? A rejection to an application, in some ways, is similar to an applicant facing confusion between different job offers and in the end, that applicant would need to formally decline a job offer from a particular company.
The first question recruiters face in order to professionally reject an applicant is when to do so being declined of his application. There are two ways to go about it:
In order to end the application process while still being on good terms with the applicant, the best option is to inform the applicant directly after the evaluation has concluded. This will give the applicant ample time to apply at another company instead of waiting for and fretting over an already-declined application letters.
After answering the first question, this is the second point to decide on by the business entity. To professionally and formally reject an applicant, here are your choices:
Enforcing a rejection in the recruitment process onto a candidate will definitely dishearten the applicant probably to the point of lowering his interest on the business entity. In order to reject candidates without turning them off your brand, here are tips you can incorporate on the rejection letter, as shown on the rejection letter sample of the rejection letter templates on this website:
Rejecting a candidate is one unfortunate thing a business entity has to do since standards set the objectives needed to fill a job position. What the entity can do is to inform the applicant as professional and formal as possible.