Did you know that a whopping 77% of job seekers have been ghosted by an employer at some point?
And get this—10% were even left hanging after getting a verbal job offer. It’s hard to imagine anything more frustrating than pouring weeks into an application process, only to be met with complete silence.
It goes without saying that hiring managers and recruiters should not ghost candidates at any point after the resume screen. If you take the time to do a phone or Zoom interview, you can take the time to let them know they aren’t getting the job.
The good news is that if you’re reading this, you’re already on the right track by looking for job rejection email templates. To save you time, I’ve created three effective templates, each for a different stage of the hiring process, along with a brief explanation of why our rejection email examples work at the end.
The necessity of sending a rejection email after an application is up for debate.
Some people argue that many job applicants are applying to dozens, if not hundreds, of roles. They might not even remember half of them after submitting, especially if the job description or company didn’t stand out.
By sending a rejection email, you may just be reminding them of something they’d already moved on from or even forgotten about in the first place.
Others believe that anyone who takes the time to apply deserves an update on their application's status.
If you lean towards the latter approach, we suggest keeping it simple (as seen with the controversy sparked by Doorloop’s more inspirational take).
You can use the following job rejection email template after you’ve reviewed someone’s application.
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The question at this point is whether the candidate deserves individualized feedback or a more templated response.
I recommend going with a clear and kind templated rejection email, but adding a personal touch with a line or two if the candidate stood out in some way or if there's helpful feedback I can share on their skills and experience. It’s a great way to keep things efficient while still showing you care and recognizing their effort.
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Rejecting candidates after a second interview is tough because they’ve already invested a lot of time and effort into the recruitment process.
At this stage, people often expect a bit more than a generic rejection, so it’s important to acknowledge the time they put in and give thoughtful feedback. The trick is to keep it clear and professional, but still human—don’t dive into too many details, but make sure you’re being transparent.
A little gratitude and encouragement can go a long way in your rejection letter after interview, especially if you want to leave the door open for future opportunities. Using a warm, empathetic tone makes all the difference in turning a rejection into a positive experience.
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When a job gets closed, it’s important to let candidates know in a clear but kind way. Below is a simple "position has been filled template" that explains the situation while still showing appreciation for their interest. It keeps things professional but friendly, leaving them with a positive vibe about your company.
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With the rise of AI in recruiting, remembering the humans on both sides of the process is more crucial than ever.
Whether you’re using a basic candidate rejection email template or adding a personal touch, your candidate rejection email really matters to your employer brand. With these templates and tips, you can make sure candidates feel appreciated, even if they didn’t land the job this time.
Plus, a thoughtful employment rejection letter leaves a positive impression and keeps the door open for future opportunities. So, even though saying no is tough, doing it the right way can still make a big difference.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
