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…
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.
Rhys Metler
Rhys is a tenacious, top performing Senior Sales Recruiter with 15+ years of focused experience in the Digital Media, Mobile, Software, Technology and B2B verticals. He has a successful track record of headhunting top performing sales candidates for some of the most exciting brands in North America. He is a Certified Recruitment Specialist (CRS) and has expert experience in prospecting new business, client retention/renewals and managing top performing sales and recruitment teams. Rhys enjoys spending quality time with his wife, son, and daughters, BBQing on a hot summer day and tropical vacations.
