Communication, in my opinion, is at an all time low. With the invention of social media and electronic messaging platforms, it seems like most of the world has lost its ability to communicate effectively.
I strongly believe that if someone has taken the time to show interest in you or your products / services, then the least they deserve is feedback whether that be positive or negative.
It is critical in the world of recruitment not just to deliver a strong employer branding message but, for me, just out of sheer politeness. In the world of business it should be equally critical and there is nothing more irritating than when you have spent time engaging with a potential client / customer, invested in creating a world beating solution only for the prospect to fall off a cliff and never give you the time of day again!
At Collingwood, we pride ourselves on good communication and building strong relationships with all our stakeholders. We have always ensured that we reject candidates that are not going to progress in our Executive Search processes and although not an enjoyable task, it offers value to the candidate and allows them to reflect and improve for the next role they engage for.
Here are a few good tips on how you can reject someone who has been polite enough to engage with you.
Writing a Basic Rejection Letter Writing good rejections does take a bit of time — especially at first. But one of the benefits of learning to write a good, clear rejection letter is that it forces you to think clearly about what it is that you want from other people, and what it is that your organization really needs. For example, I can categorize most of my rejections for HBR into one of five categories: too broad (and thus not very useful to readers); too repetitive with stuff we’ve already published; too jargony; too self-promotional; not supported by enough evidence or expertise. Knowing this, we were able to distill a set of guidelines for prospective authors that encouraged them to avoid these common pitfalls.