Tips for Handling Rejection from Candidates
Discover practical tips for recruiters on how to professionally handle rejection from candidates. Learn to maintain a positive outlook and improve your recruitment process.
Rejection is an inevitable part of the recruitment process, and as a recruiter, you're bound to face it more often than you'd like. Whether a candidate declines your LinkedIn connection request or inMail, withdraws from the interview process, or even rejects your job offer, it's easy to take these rejections personally. After all, you've invested time and effort into building a relationship with the candidate and envisioning them as part of your organization.
Some recruiters take rejections way too personally, and it's not great for their mental health or career growth. That is why it is important to remember that getting turned down doesn't say anything about your value as a recruiter or as a person. Honestly, there are so many reasons someone might pass on a job offer, and most of the time, it's not even about you or where you work.
Types of Candidate Rejection
As a recruiter, you may encounter various types of rejection from candidates throughout the hiring process. Understanding these different scenarios can help you develop targeted strategies for handling each situation professionally and gracefully.
LinkedIn Rejections
Candidates may ignore or decline your attempts to reach out for a variety of reasons. Some may be inundated with requests from other recruiters, while others may not be actively seeking new opportunities., others just do not want to receive any outreach message. It's important to remember that a lack of response or a declined connection request is not a reflection of your abilities as a recruiter. Instead, focus on crafting personalized, compelling messages that demonstrate your genuine interest in the candidate and the value you can offer them.
Remember, people tend to forget quickly. If you circle back to someone after 3-6 months, chances are they won't even remember rejecting your offer before. No need to kick off your next message with "Three months ago..."
Phone Rejections
Initial phone screenings are a crucial step in the hiring process, allowing you to gauge a candidate's interest and suitability for the role. However, there may be instances where a candidate declines to proceed further during these conversations. They may express disinterest in the opportunity or indicate that the role doesn't align with their career goals, or they may simply dislike being contacted by phone.
When faced with a phone rejection, maintain a friendly and understanding tone. Thank the candidate for their time and consideration, and let them know that you appreciate their honesty. Remember, a candidate who recognizes that the role isn't a good fit is ultimately saving both parties valuable time and resources.
Withdrawal from the Interview Process
This can happen for a multitude of reasons, such as the candidate receiving another offer, experiencing a change in personal circumstances, or simply losing interest in the role. While it's natural to feel disappointed, it's crucial to respect the candidate's decision and express your appreciation for the time they invested in your hiring process. Maintain a positive attitude and use the opportunity to reflect on ways you can improve the candidate experience to minimize future withdrawals.
Ghosting
Candidates may suddenly stop responding to your emails, calls, or messages, leaving you wondering what went wrong. While ghosting can be frustrating and disheartening, it's important not to take it as a personal slight. There could be countless reasons behind a candidate's decision to ghost, many of which have nothing to do with you or your organization. Continue to follow up professionally, but also know when to move on and focus your energy on engaging with other candidates who are actively interested in your opportunities.
Offer Rejections
Perhaps one of the most challenging forms of rejection is when a candidate declines your job offer. After investing significant time and effort into the hiring process, it can be difficult to hear that your chosen candidate has decided to pursue another opportunity. However, it's important to remember that a candidate's decision to reject your offer is often based on factors beyond your control, such as a more compelling offer from a competitor or a realization that the role isn't the best fit for their career goals.
The best way to handle this? It's best to simply ask why. Is it the salary? The opportunities? That lengthy approval process? Once you know, you've got the inside scoop on what to tweak.
Best Practices for Handling Rejection
Dealing with rejection is never easy, but by implementing these best practices, you can maintain a healthy perspective, continue to thrive in your role as a recruiter, and stop taking the rejections personally.
Maintain a Professional Attitude
One of the most important things to remember when faced with rejection is that it's a normal part of the recruitment process and not a personal attack on your abilities or character. It's crucial to respond to rejection with grace and understanding, thanking candidates for their time and consideration, even if they've declined your offer or withdrawn from the hiring process.
Avoid taking rejection personally, your professionalism and positivity can leave a lasting impression on candidates, even if they ultimately choose not to join your organization.
Seek Feedback and Learn from the Experience
While rejection can be disappointing, it also presents a valuable opportunity to learn and grow. When appropriate, consider asking candidates for feedback on why they declined your offer or withdrew from the process. This insight can help you identify areas where you can improve your recruitment strategies, refine your job descriptions, or make your offers more competitive. Be open to constructive criticism and use it to inform your future interactions with candidates. By approaching rejection as a learning experience, you'll be better equipped to adapt and succeed in your role as a recruiter.
Focus on the Bigger Picture
In the face of rejection, it's easy to get caught up in the moment and lose sight of your overarching goals. However, it's essential to maintain a broader perspective and remember that each rejection is just one small part of your larger recruitment journey. Instead of dwelling on the candidates who got away, focus your energy on the opportunities that lie ahead. Celebrate your successes, no matter how small, and use them as motivation to keep moving forward. By keeping your eye on the bigger picture, you'll be better able to weather the ups and downs of the recruitment process and maintain a positive outlook.
Cultivate Resilience and a Growth Mindset
Resilience, or the ability to bounce back from setbacks, is a critical skill for recruiters navigating the challenges of rejection. To cultivate resilience, focus on developing a growth mindset – the belief that your abilities and skills can be developed through hard work, dedication, and learning from experience. Embrace rejection as an opportunity to strengthen your resilience and prove to yourself that you can overcome obstacles. Celebrate your efforts, not just your outcomes, and recognize that each rejection brings you one step closer to your next successful placement.
Practice Self-Care and Stress Management
Dealing with rejection can be emotionally taxing, and it's important to prioritize your mental well-being. Engage in regular self-care activities that help you manage stress, such as exercise, meditation, or spending time with loved ones. Set boundaries between your work and personal life, and make sure to take breaks when you need them. Remember, taking care of yourself is not a luxury – it's a necessity for maintaining your effectiveness and longevity as a recruiter.
Remember, rejection does not reflect your worth as a recruiter or as a person—it's simply a natural part of the recruitment process!
Reframing Rejection as an Opportunity
This method has always helped me overcome rejection: See it as an opportunity rather than a painful experience.
Rejection activates the same regions in the brain that are associated with physical pain, which is why it can feel so visceral and intense.1 When we experience rejection, our brains release chemicals like cortisol, the stress hormone, which can lead to feelings of anxiety, sadness, and even anger.
This emotional response is a natural and adaptive mechanism that has helped humans survive by encouraging us to maintain social bonds and avoid isolation. However, in the context of modern-day recruitment, this response can be counterproductive and lead to unnecessary stress and self-doubt.
A study published in the Journal of Personality and Social Psychology2 found that individuals who practiced self-compassion, or treating themselves with kindness and understanding in the face of setbacks, were better able to bounce back from rejection and maintain a positive self-image. That is why reframing rejection as a learning opportunity rather than a personal failure can help mitigate its negative impact and foster a growth mindset.
While rejection can be painful at the moment, it can also serve as a valuable opportunity for growth and improvement. By reframing rejection in a more positive light, you can transform setbacks into stepping stones toward success.
When a candidate rejects your offer or withdraws from the hiring process, take the opportunity to build a stronger relationship with them. Express your gratitude for their time and consideration, and let them know that you value their feedback and would like to stay in touch for future opportunities. (You would be surprised by how many of those who rejected my offer come back to me within 1-2 years.)
By maintaining a positive and professional connection, you may find that the candidate refers other talented individuals to you or even reconsiders your organization in the future.
Candidate rejection can also provide valuable insights into areas where your recruitment process could be improved. Take the time to reflect on the feedback you receive from candidates and look for patterns or common themes. Are there certain aspects of the role or company culture that are consistently causing candidates to lose interest? Are your job offers competitive enough in terms of salary, benefits, and growth opportunities? By using rejection as a catalyst for improvement, you can refine your recruitment strategies and create a more compelling candidate experience.
Handling Rejection from Candidates
Every story I've heard from recruiters about their candidates getting turned down sheds light on some important lessons and insights they've picked up from dealing with rejection:
Rejection is an opportunity for growth and learning. By seeking feedback and using setbacks as motivation to improve, you can turn rejection into a catalyst for success.
Building resilience is key to thriving in recruitment. By cultivating a growth mindset and focusing on your efforts rather than just outcomes, you can develop the resilience needed to bounce back from rejection and keep moving forward.
Relationships matter! By investing in building strong relationships with candidates, hiring managers, and colleagues, you can create a supportive network that helps you navigate the challenges of rejection.
Persistence and adaptability are essential. In the fast-paced world of recruitment, the ability to adapt to change and persist in the face of obstacles is crucial to long-term success.
Embracing rejection as part of the recruitment process doesn't mean that it becomes easy or painless. However, by changing your perspective and focusing on the opportunities for growth and improvement, you can transform rejection into a powerful tool for personal and professional development.
Remember to approach rejection with empathy, professionalism, and a commitment to learning. Seek feedback, focus on building relationships, and prioritize self-care and stress management. By doing so, you'll not only become a more effective recruiter but also a more well-rounded and adaptable professional.
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Message Templates for Handling Rejection
Here are email templates and phone scripts that you can utilize when communicating with your candidates. I find them helpful in situations where a candidate has rejected my LinkedIn message or has not responded.