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Not only does it speak volumes about your company and its culture, but it also helps you create a healthy talent pipeline and improve your employer branding.

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However, it’s always a good idea to send rejection emails to candidates who have not been successful at interview. Not only does it speak volumes about your company and its culture, but it also helps you create a healthy talent pipeline and improve your employer branding. This late-stage candidate rejection email template will help you inform your candidates that they’re not moving forward to the final stage of your hiring process.

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One that read as empathetic and friendly and “softened the blow” to the candidate. In fact the candidate who posted it on social media said the following; “Th Please e-mail. My most awkward rejection ever was over the phone, and it was uncomfortable both for me and for the person calling me. My wife overheard it and said it sounded like some kind of bad breakup! I’ve had a few other phone rejections that weren’t nearly as awkward, but e-mail is still most preferred for me. In this email, the candidate has covered all the core elements of a response to job rejection. First, the candidate thanked the interviewer.

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Some ways to write a better rejection mail: Appreciate the effort of the candidate. The beginning of the mail indicates the manner of the message. It is not easy to inform anyone that they did not get what they worked for. Therefore, starting the mail or letter by appreciating the candidate is the best way to start.

Only once you’ve broken the news over the phone should you send an email. A candidate rejection letter or email is a document an employer sends to job candidates who did not make it into the next phase of your selection process.
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2020-02-22 · Today, email has become the go-to option for business communications. There’s no doubt that with email, business communication has become a lot easier and a lot faster. Therefore, you might be tempted to use the same channel when it comes to letting an internal candidate know that they have not been picked for the position they applied for. According to the 2018 Talent Board Candidate Experience Report, the type of rejection you send a candidate can impact their future in your talent pipeline and whether or not they refer others. In that survey, 63 percent of candidates surveyed received automated email replies, 21 percent received personal emails and only 7 percent received a personal phone call.