Question

You recently interviewed a candidate for a position in your sales department. However, another candidate was more qualified. You want to soften the bad news of rejection for the candidate.
What techniques should you use to cushion the bad news? Check all that apply.

A. Say whatever makes you appear as the "good guy."

B. Invite further correspondence.

C. Close with good wishes.

D. Buffer the opening.

You left work on Thursday evening and forgot to turn in a report that was due that day to your manager. You decide you need to compose an apology.

Answer 1

Answer:

B. Invite further correspondence.

C. Close with good wishes.

D. Buffer the opening.

Explanation:

These are all strategies that can be used to soften the bad news of rejection for a candidate that is not going to be hired. When you buffer the opening of your correspondence, you contribute to making the reader feel less negative about the news. Moreover, by inviting further correspondence, you demonstrate that the rejection is nothing personal and should not be taken as such. Finally, by closing with good wishes, you end on a positive note that is reassuring to the candidate.

Answer 2

Answer:

Explanation:

When employers do send out rejections, they tend to be impersonal and non-specific, either through a lack of time or from fear​of causing offence.  Failing to give feedback is one of the most common mistakes employers make.

The rule of thumb is to make feedback as constructive and personalized as possible.  A standard email may be acceptable for candidates rejected prior to the interview process, but more detailed feedback is important for interviewees. So the time they have taken to give an interview is well paid

Saying whatever makes you appear as the "good guy" wont help either as interviewer needs to care about company's brand name.

Buffer the opening with the appreciation and thank you note. When you’re giving constructive criticism to a candidate, whether on the phone or by mail, it’s always a good idea to start off with the positives and give them some compliments before you tackle the areas where they fell down.

Wherever possible, tell them exactly which areas of the interview they could have handled better - most will already have a good idea of where they struggled.  Make sure your reasons are concrete, not subjective like “I didn’t feel your personality would fit with the rest of the team”.  You also need to avoid any comments that could be misinterpreted, like “I didn’t feel you could handle the workload” that could leave you open to potential charges of discrimination.

To make the feedback process feel less one-sided and more of a conversation, why not ask the candidate to supply their own comments on the interview.  This can help head off problems with your recruitment process and gives you the chance to improve your interview technique.

 Invite further correspondence.

To make the feedback process feel less one-sided and more of a conversation, why not ask the candidate to supply their own comments on the interview.  This can help head off problems with your recruitment process and gives you the chance to improve your interview technique.

If you are likely to consider the candidate for future opportunities, letting them know you’ll keep their details on file will help soften the blow of the rejection.

Close with good wishes.

You can wish them luck for future opportunities as well invite them for future job posts. This is how interviewee will know the company is welcoming and rejecting for right reasons.

"Please do apply again in the future should you see a job posting for which you qualify. Again, thank you for applying. We wish you all the best. "