How to answer tough questions from rejected candidate

“Why didn’t you hire me?” is the question uppermost on the mind of all job applicants who didn’t get the job. And though it is understandable that they ask, your answer should be a delicate combination of both rejection and conciliation.

Polite generalities are the usually your best answers:

  • ”Your experience and skills are impressive, but…”
  • “We’ve decided to go in another direction.”
  • “We don’t believe you would be a good fit.”
  • “We found a candidate with more specific experience.”

Most applicants will understand this polite rejection and leave it at that, but if the applicant presses for “what other direction?” or “what more specific experience do they have?” stand your ground and bring the conversation back around with:
“We have decided on another applicant, but we really do appreciate your interviewing with us. We will keep your resume on file for any other opportunities your skills and experiences might match.”
Then end the conversation.

Needless to say, you should never never allow your HR person or interviewer to imply to a candidate they were too old for your young staff, too disabled to do the work, or that you really wanted a man for the job. Not only are such suggestions discriminatory and illegal, they are bad business. Just as the Top 100 Companies To Work For are noted by job-seekers, word gets around about companies with discriminatory hiring practices just as fast. You want to avoid a lawsuit from a disgruntled applicant.

Never tell a candidate that they flunked a test (they may argue that they want to retake it), but you may want to share with a candidate if they failed a credit check. They will want to correct any erroneous information with the top three credit companies to avoid being blind-sided in the future.

Be sure to sincerely thank each applicant you interviewed (they did go through a nerve-wracking process to apply) and wish them well in their job hunt. If treated with respect and courtesy, that rejected applicant may refer future employees to you or someday even become one of those employees  themselves.

Contact Arrow Staffing to help select, test, interview and screen the perfect candidate to add to your roster.

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