Hi Friends,
During the course of recruitment, we do reject many people, while some of the CVs are kept in our databases. I feel that every HR person must get into a practice of writing "regret letters" to every rejected candidate as well as those who do not accept our offers. If anybody wants to see a sample, it would be a pleasure to share.
Regards, Rohan Kelkar HR Executive Trainee
Mail: saiprasad_hr@rediffmail.com
From India, Mumbai
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7During the course of recruitment, we do reject many people, while some of the CVs are kept in our databases. I feel that every HR person must get into a practice of writing "regret letters" to every rejected candidate as well as those who do not accept our offers. If anybody wants to see a sample, it would be a pleasure to share.
Regards, Rohan Kelkar HR Executive Trainee
Mail: saiprasad_hr@rediffmail.com
From India, Mumbai
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Dear Mr. Rohan,
You are right. It is the courtesy of every HR professional to send regret letters to rejected candidates. This reflects the company's culture. The same applies to celebrating when a person joins the company rather than celebrating when they leave.
What do you say?
Regards,
PENMETSA :D
From India, Hyderabad
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You are right. It is the courtesy of every HR professional to send regret letters to rejected candidates. This reflects the company's culture. The same applies to celebrating when a person joins the company rather than celebrating when they leave.
What do you say?
Regards,
PENMETSA :D
From India, Hyderabad
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Dear Gopik,
Good suggestion. But what will people do when they are in a BPO, where walk-ins and applications are high?
Thanks and regards,
Gopi.K
Dear Gopik,
I had the same doubt some time back. When software and BPO professionals are handling thousands of resumes, it is impossible to send replies, regret letters, or acknowledgements manually. Hence, they rely on automatic software. I believe many recruitment software programs have this built-in feature, which saves the valuable time of recruiters.
- Nimmagadda
From India, Hyderabad
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Good suggestion. But what will people do when they are in a BPO, where walk-ins and applications are high?
Thanks and regards,
Gopi.K
Dear Gopik,
I had the same doubt some time back. When software and BPO professionals are handling thousands of resumes, it is impossible to send replies, regret letters, or acknowledgements manually. Hence, they rely on automatic software. I believe many recruitment software programs have this built-in feature, which saves the valuable time of recruiters.
- Nimmagadda
From India, Hyderabad
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Hi Rohan,
You are right in saying that every HR should send a regret letter to the candidate. In doing so, we create a good impression of our company. It is a good practice to inform the candidate on the same day of the interview, as more or less we come to know of the result on the same day unless some discussion needs to take place. I have been practicing this since the time I joined HR, and it was very nice receiving mails from the rejected candidates thanking for the timely response and information. By doing so, we not only create a good impression of our company but also help the candidate in searching for a job more easily rather than waiting to know the result from our company.
I think we should continue this practice of sending regret letters.
As far as BPOs are concerned, I think we may make use of software by tracking rejected candidates and sending automated mails. (I do not know much about how BPOs function in HR)
The format for the regret letter can be:
Hi,
With reference to the interview had with you for the post of ABC position, we deeply regret to inform you that you have not been short-listed for further rounds.
Nevertheless, we thank you for your time and interest shown in our company.
Wishing you all the best for future endeavors.
I think this does the job.
Regards,
Julie
From India, Hyderabad
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You are right in saying that every HR should send a regret letter to the candidate. In doing so, we create a good impression of our company. It is a good practice to inform the candidate on the same day of the interview, as more or less we come to know of the result on the same day unless some discussion needs to take place. I have been practicing this since the time I joined HR, and it was very nice receiving mails from the rejected candidates thanking for the timely response and information. By doing so, we not only create a good impression of our company but also help the candidate in searching for a job more easily rather than waiting to know the result from our company.
I think we should continue this practice of sending regret letters.
As far as BPOs are concerned, I think we may make use of software by tracking rejected candidates and sending automated mails. (I do not know much about how BPOs function in HR)
The format for the regret letter can be:
Hi,
With reference to the interview had with you for the post of ABC position, we deeply regret to inform you that you have not been short-listed for further rounds.
Nevertheless, we thank you for your time and interest shown in our company.
Wishing you all the best for future endeavors.
I think this does the job.
Regards,
Julie
From India, Hyderabad
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Hi Rohan,
It is mandatory to inform the candidate about his status. In fact, it really looks bad when we do not inform the candidate of the status. We do need to see it from his point of view, especially in a case where the candidate has traveled a long distance to come to the venue, or when a working candidate has taken a day off or half-day to attend the rounds. They too would appreciate that because it gives them a chance to know where they stand, their strengths, and weaknesses.
Regards,
Ramya
From India, Bangalore
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It is mandatory to inform the candidate about his status. In fact, it really looks bad when we do not inform the candidate of the status. We do need to see it from his point of view, especially in a case where the candidate has traveled a long distance to come to the venue, or when a working candidate has taken a day off or half-day to attend the rounds. They too would appreciate that because it gives them a chance to know where they stand, their strengths, and weaknesses.
Regards,
Ramya
From India, Bangalore
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Hi Rohan,
Yes, it's really very important. But this follow-up should be taken at an appropriate time. Many times, it happens that organizations don't follow up on such matters intentionally. Candidates have to call back or email back regarding the result of their test or interview. Therefore, as a recruitment personnel, it is our responsibility to avoid delays in certain matters.
Regards,
Nikhil B. Kulkarni
From India, Madras
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Yes, it's really very important. But this follow-up should be taken at an appropriate time. Many times, it happens that organizations don't follow up on such matters intentionally. Candidates have to call back or email back regarding the result of their test or interview. Therefore, as a recruitment personnel, it is our responsibility to avoid delays in certain matters.
Regards,
Nikhil B. Kulkarni
From India, Madras
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Yeah, and one more thing I would like to add is that by doing this, the candidate also has a good impression about the company. Though they may be frustrated or disappointed that they are rejected, at least in that mindset, they won't curse the company. I mean to say "saying anything bad". Instead, they would really be impressed that there are companies who understand the candidates.
Regards,
Ramya
From India, Bangalore
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Regards,
Ramya
From India, Bangalore
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Hi Rohan If it you can share the letter then why don’t you post it here? Every one can access the same. Regards Praveen
From India
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From India
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Hi Rohan,
I do agree with you on one thing - it's really a good practice to issue a regret letter. However, at the same time, Gopi is also right. In industries like BPO, food business, etc., where the walk-ins and rejection rates are high, is it practical to do so? Please suggest, as we are all in the same boat (HR). Let's plan, practice, and do share the format.
Regards,
Anisha
From India, Mumbai
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I do agree with you on one thing - it's really a good practice to issue a regret letter. However, at the same time, Gopi is also right. In industries like BPO, food business, etc., where the walk-ins and rejection rates are high, is it practical to do so? Please suggest, as we are all in the same boat (HR). Let's plan, practice, and do share the format.
Regards,
Anisha
From India, Mumbai
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Hi Friends,
It is a good practice to send a Regret Letter to the candidate who did not pass through the interview process. In BPO industries, the volume of walk-ins and rejections is very high. To alleviate the burden of delivering regret letters to all candidates, we could consider providing them to those who have reached a certain level of the interview process and were rejected at that stage.
Rohan, it would be helpful if you could post a sample Regret Letter in the forum itself. That would benefit all of us!
Regards,
Elamurugu
From India, Madras
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It is a good practice to send a Regret Letter to the candidate who did not pass through the interview process. In BPO industries, the volume of walk-ins and rejections is very high. To alleviate the burden of delivering regret letters to all candidates, we could consider providing them to those who have reached a certain level of the interview process and were rejected at that stage.
Rohan, it would be helpful if you could post a sample Regret Letter in the forum itself. That would benefit all of us!
Regards,
Elamurugu
From India, Madras
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Innovative HR Practices-.doc