3 months ago
January 18, 2019

4 Ways to Politely Turn Down a Sales Job Candidate

As a recruiter, you will turn down more sales job candidates than you’ll hire. This is just how the hiring process works. You can only choose one (or two) candidates…

Kourtney Savona

As a recruiter, you will turn down more sales job candidates than you’ll hire. This is just how the hiring process works. You can only choose one (or two) candidates to join your organization. But how you turn down the other candidates is still important. Even though they didn’t get the job now, it doesn’t mean they are not great talents.

Turning down candidates gracefully is part of the overall candidate experience. If you treat candidates poorly, ghost them, or take too long to get back to them, you could develop a negative reputation. This could hurt your ability to attract top talent to your organization.

Why You Need to Turn Down Candidates Politely

Your hiring process is not just about the job you are hiring for currently. You need to think about it from a holistic perspective. How you treat candidates now can impact you in the future. Treating rejected candidates politely will have beneficial effects:

  • They would be more likely to consider future job openings if you reach out
  • They could recommend your products/services
  • They will speak highly of your organization when others ask about it
  • They could encourage others to apply to the organization

4 Ways to Politely Turn Down a Sales Job Candidate

1. Be personal:

There is nothing worse than getting a generic response that you are no longer in consideration for a job. If possible, contact the candidate over the phone, thank them for applying, and provide them with some feedback.

2. Be timely:

No one likes to be left in the dark. Always respect a candidate’s time. As soon as a decision is made, contact the candidate to tell them they are no longer in the running. This will allow them to move on and explore other options.

3. Provide feedback:

All candidates want to know why they are no longer being considered for a job, especially if they make it to the final stages of the interview process. Provide some useful feedback candidates can use. Offer genuine advice that can help candidates going forward.

4. Be available:

Be available to communicate with candidates throughout the hiring process. Communicate hiring timelines and be available to answer candidate questions during the interview process.

 

More Sales Recruiting Advice

4 Things Sales Recruiters Should Stop Saying If They Want to Get the Star Candidate

Reading Resumes? 5 Top Questions You Should Be Asking Sales Candidate References

Candidates Gone Wild! 4 Ways Sales Recruiters Deal with Tough Candidates

 


SalesForce Search is a sales recruiting company which specializes in the recruitment and placement of sales professionals. We recruit salespeople in every sector of the economy including, software, manufacturing, financial services and medical devices. Find the right salesperson for your organization, start your search here.

Kourtney Savona

Kourtney is a top performing Sales Recruitment specialist focused on helping clients hire the best sales candidates in the market. With 4+ years of experience, she specializes in recruiting Rockstar Sales Producers and Sales Leaders across North America. With a personal background in Telecom Sales, Kourtney knows what separates a good salesperson from a great one. On weekends you’ll find her skiing, golfing, and working out.