For candidates you reject during early stages, save time by sending emails. So, when drafting these emails, be sure to state an objective reason for turning down a job seeker. Honestly, this is actually a major road block for a lot of neurodivergent individuals. Use their name: Don't write a cold email by saying, Dear Applicant. We use cookies to ensure that we give you the best experience on our website. What is it like to work in your organization? "I usually wait a few days, let the candidate recalibrate and then they might get something useful out of the conversation," she says. It is difficult to be told you were a . You dont want a copy/pasted email phrase to ruin your candidates perception of your Employer Brand. Firstly, it is important to say your candidates name and thank him/her for his/her time and willingness to participate in this process. Spelling errors, formatting issues, 5 page resumes, and generic cover letters are all solid grounds for a rejection. If youre running a fast-growing startup, success depends on your employees being risk-tolerant, able to roll with the punches, and flexible in their approach. Ability and qualifications remain essential parts of the recruitment process, but personality and cultural fit are creeping in as an additional consideration that modern businesses should be taking into account. They want to do a job, not be your friend. This way, candidates can move on and not be eager for weeks. I would like to receive marketing emails from The Predictive Index. When interviewing candidates, clearly communicate your culture. Here is a great example of how such a personalized video email message for rejecting candidates should look like: This video has been made with Covideo, an easy-to-use video email software that provides you with numerous options for recording and sending videos. Ensure team fit through a realistic job preview. At the end of the conversation, give them the opportunity, or space, to seek additional context. So, when youre writing your job description, make sure your deal breakers are clearly outlined. Thank the applicant Start your email stating how you value the applicant's interest in your company and the open position, the time and effort they put into going through your hiring process. #2 Humanise it Were committed to your privacy. It's important for me to say, however, that we were very impressed with your work and experience. Some researchers, like Bayne and Fletcher, believe that panels do not necessarily make better decisions than single interviewers, while research by Google suggests that, in difficult cases especially, increasing from 1 interviewer to 7 interviewers can boost the chance of making a good hire by 23%. Hey there [Name], Thanks so much for taking the time to apply for [The Role] at [Your Company]. Hayes usually sets a reminder on her calendar to reach out to a candidate a few weeks (or months) later for a coffee, and she makes sure that happens within the timeframe she quoted. Both good and bad. Experiential interviews, or behavioral interviewing is an alternative method of interviewing candidates that prioritizes actions over words. this, this crucial interaction gets bungled more times than not. Not being the right fit is a concept that in many instances receives a negative reaction from unsuccessful candidates. brain teasers are a complete waste of time, 13% of organizations use personality tests. When rejecting candidates, stick to job-related arguments. Arrogant, "know-it-all" attitude. Data Processing. Want to offer your rejected candidates a personalized experience? The way you turn down candidates might shape their lasting impressions of your company. Excelling in the job will usually mean not being an arrogant jerk, interrupting people, being rude, and so forth. Although most recruiters are genuinely good at heart and courteous by nature, they dont focus on responding well to rejected candidates. The old-fashioned " Thank you for applying for the position at the company " can't be referred to as affectionate anymore. Request your interviewers to spend a few minutes after each stage, giving feedback. Another option is to consider what this candidate might add to your culture. Dear Kate, Thank you for taking the time to apply for the position of UX Designer. Some even wait until their new hire has started work. Join 150K+ business and HR leaders and stay up to date with our top resources. By accepting all cookies, you agree to our use of cookies to deliver and maintain our services and site, improve the quality of Reddit, personalize Reddit content and advertising, and measure the effectiveness of advertising. The way an organisation treats unsuccessful candidates speaks volumes about its workplace culture. Poor cultural fit doesnt necessarily mean that employees expect pool tables and Google-style workspaces that look more like playgrounds than offices. Americas: +1 857 990 9675 So, when drafting these emails, be sure to state an objective reason for turning down a job seeker. The person we rejected is about to graduate from college and one the references (an advisor on the student's thesis) told us flat out we shouldn't hire the candidate (and gave enough critical details that we thought this reference wasn't just someone with a personal grudge against the applicant but had legitimate, specific criticisms). Rejecting candidates with grace is part of creating a positive candidate experience. Dulk, TK 09006. Employees who feel connected to the organization, who share a similar vision and outlook, and who are on the same wavelength as other workers can be significant drivers of improved collaboration and communication within the workplace, resulting in more efficient ways of working and an ability to work together to identify problems, and contributing to all-round success. Source and attract top talent. These reasons not to hire someone are not necessarily things you'll pick up on in the job application, cover letter, or resume. Keep tabs on how candidates are responding to your nurture efforts and record key recruitment metrics like email open rate, click-through rate and conversion rate. Quickly create an Employee Handbook with this collection of customizable templates. Unable to listen. First, you need to pick a method of communication. The organization will also suffer the consequences when a poor culture fit leaves the company and writes scathing reviews on employee review sites like Glassdoor. How can I incorporate fair chance hiring into my DEI strategy? Leave room for future opportunities because those who arent the best fit at the moment might become new hires when a slightly different position opens. What should you say? We got you. Motivate them and be thoughtful. FILL OUT OUR SURVEY. Job simulation type 2: take-home assignments after the first call. , you collect a myriad of data points: resume, cover letter, interviews, behavioral patterns, and cognitive scores, to name a few. Wallace says that if a candidate is in the final groupsay, as the second or third runner-upyou should try to "reframe" a rejection to acknowledge how far they made it in the interview. Start with the bad news (and don't apologize for picking the best candidate) Tell people straight away that they have been unsuccessful. Send us your details and book a 15-min call to discuss your goals. A long commute may be concerning to a prospective employer since there has been research which has linked a challenging commute to lower job satisfaction. Social media profiles are essential to modern personal brands. fit is necessary for businesses to be successful. There are other red flags to keep an eye on and reasons to send out a rejection letter. During each level of the application process, you will have to let some candidates know that they didn't make the cut. Hattingh also says offering . What should I be thinking about if I'm looking to expand my workforce globally? Youll get the chance to genuinely thank them for their time and give them constructive feedback. Others, on the other hand, fail to make it past the application and cover letter. You can start by setting the expectations right from the beginning, even before the interview. I would like to receive marketing emails from The Predictive Index. For example, if yours is a one-day process, then you can wait until its over to give feedback. How to prepare candidates and your team for successful job simulations. Imagine disappointed faces on the other side of the screen when they read this type of email and find out that they didn't get the job. Probably no one. You could send them a request on LinkedIn too! Instead, draft a personal email or call them. What behaviors and traits does your organization require to successfully execute its strategy? If another candidate was a better fit, explain why. Thinking of ways to tell candidates that they didn't get the jobs is one of the biggest challenges for recruiters, but finding the best wayto do so is what separates the average form the most successful recruiters! What are some strategies to manage employees who work virtually? Her first job was at JB Hi-Fi as a counter coordinator where she always maintained a professional yet fun working environment. That's great, but having a winning personality isn't an accurate indicator of whether someone will make a great hire. Dont answer with a lazy sample. How to Create a Work Environment That Encourages Career Advancement. Sometimes your work might be good, but your personality might not align with what the employer is looking for, and many times that is a reason for rejection. By asking open-ended questions, interviewers can gain more insight into the candidate themselves, beyond their qualifications and professional experience. Exceptions: when the candidate has been given no information because the interview was called at short notice, or the search is confidential. Europe & Rest of World: +44 203 826 8149. Many companies dive into recruitment without really taking the time to consider what sort of personality traits would blend into the workplace environment. Now that we concluded that injecting a human touch to the rejection process makes it better and more considerate for everyone involved, lets proceed by exploring different ways it can be done. During the interview process, you may find that a candidate simply isnt a cultural fit. That way, youll encounter fewer job seekers whose expectations arent aligned with your budget and avoid sending/getting rejection notes. Automation and personalization dont feel compatible at first. These people are typically high dominance and low patience. Effective communication during your rejection process improves your employer brand and will help you hire qualified candidates faster in the future. Yes/no questions, while simple, are about little more than fact-checking; They dont offer an opportunity for interviewers to learn more about the candidate beyond the checkbox criteria. Poor eye contact, poor handshake, unfriendly body language. When we interview candidates, were looking not only for people who are able to fill a role, but who also embody these values. Create personalized rejection reason templates and automate your communication flows with TalentLyft for a win-win solution! Culture fit is critical for many reasons. Well-written JDs help applicants filter themselves out and save you the pain of having to reject them. 10 Worst Reasons To Reject A Job Applicant: No right or expected degree Short term periods in past companies No exact job title as expected by the candidate A gap in the resume Worked and moved from one sector to another No proper previous payroll structure They don't look the part (unexpected) Do not follow the company's hiring procedure As individuals and organizations, we always find time for things important to us our VALUES should be one of them. 2000 16th Street. Innovative and exciting? And yes it goes both ways. Passing on the candidate in favor of one whos more aligned with your company culture is one answer to this conundrum. Determining someone's fit for a role based on their personality is easy and highly flawed. Employee self-service and seamless Benefits management. Proven framework for aligning business strategy and people strategy for business results. It should be a conversation, she says. We make it easy to source, evaluate and hire best-fit candidates and quickly, too. Establishing a process for rejections allows you to minimize the emotional impact of the rejection, leverage it into possible future value, and keep a relationship with a candidate alive. If you have archived their resume for a later opportunity, let them know and seek permission to reach out to them in the future. Streamline hiring, onboarding, and employee documentation into your workflow. A thorough rejection email should touch on the following elements: #1 Say thank you Always thank a candidate for their time and interest in your company. Heres ageneral candidate rejection email templateyou can send to candidates at any stage of your hiring process. 3. For the email, we recommend this template: Dear [candidate name], As we discussed over the phone, we have decided to continue with other candidates. We ask questions about how they have approached various things at work in the past, and what they learned or how they might approach things differently with the benefit of hindsight etc). Your name and signature. What are some workforce trends I should be aware of as I plan for 2023? An official recruiters mantra: shooting the messenger is just a phrase. 3. 1. For example, at The Predictive Index, our culture is best identified through our core values: THREADS (teamwork, honesty, reliability, energy, action, drive, scope). Not so fast, experts say. Some rejected candidates reach the final stages of the candidate journey. The KPIs only consider the time and money spent, or satisfaction of the hiring manager time to fill, offer acceptance ratio, cost per hire, the source of hire, new hire turnover ratio, or interviews per hire. Studies show that more than 50% of Americans believe in ghosts. But sometimes, thats just inevitable. Offer specific, personalized feedback to help candidates understand why you turned them down. How do we approach this rejection. If their resume lacked the kind of work experience you considered a prerequisite and another candidate was better experienced, tell them. 1. Offer a heartfelt text instead. What do you do if a candidate isnt a culture fit? to fit in with your team. To all of us here who would be searching for jobs at one point or the other, please understand that a candidate can be rejected on the basis of an HR interview . Come right to the point; "you were not selected.". So, to do it right, its essential to learn how to dodge a few common mistakes and embrace some of the best practices. We've had a chance to review your qualifications, and while you have an impressive background, we have ultimately decided to move forward with other candidates at this time.. Terms & Conditions Now, this particular point requires the perfect blend: being precise and realistic while minding the wording and tone. The study showed that 59% of candidates like to receive feedback as and when you have it. It prepares the candidate for the final yes or no and does a good job of defusing their anxiety. Use this brief guide to let rejected candidates down slowly and politely, and help them learn about their best skills & the ones they need to have improved. When rejecting a candidate for a specific job role, keep in mind that these same candidates may be a good fit for some other current or future job opening. It involves asking open-ended interview questions, rather than the standard yes/no questions, to encourage candidates to share more and show off their personality. I dont think I would ever lead with an email rejection, particularly if theyve come in and invested time. (If you try calling and dont hear back, she says, email is a fair next step. How do people fit into the idea of 'emorational' decisions? If youre keen on considering the applicant for future job openings or freelance work, make that clear. The candidate will eventually feel like a square peg trying to fit in a round hole. The technique is based on the idea that asking candidates about themselves or requiring them to answer standard brain teasers isnt enough to fully gauge who they are. Hiring a new employee is more than adding headcount to your team. Boolean Search: A Simple Guide for Recruiters, Getting Executive Buy-in for Recruitment Software in 2020. The reason can be as simple as, 'We have other candidates who better match our requirements at the time'. When you write to them, thank them for their time, for choosing you over the million awesome companies out there and for anything you learned from them or liked about them during the process. Right or wrong, sometimes people just don't get along. The lack of accessibility, responsiveness, and timeliness. The rule suggests that just 7% of a persons message is conveyed through their words, with 38% coming through tone of voice, and a whopping 55% is conveyed through body language. Often you'll notice these things in the job interview when you . Add a personal note (e.g. Why personality is overrated. Reason 4: Personality Questions. The method involves simulating typical workplace scenarios and asking a candidate to perform within the setting. But if you genuinely want to keep the applicant in mind for future opportunities, Hayes says, you need to maintain the relationship and set expectations around when you might have something for them. Sometimes a company uses a personality test to determine if a candidate has the right attitude for a particular type of work. I dont think [that rejection] is, Sorry you didnt get the job, she says. And heres what everyone needs to grasp: a rejection email is more than professional courtesy. The report puts forward the idea that managers demonstrate low levels of neuroticism, making them very stable, and high levels of conscientiousness. Sensitivity? HR Metrics: How and Why to Calculate Employee Turnover Rate? When done right, it helps you build a healthy talent pipeline and improve youremployer brand. That'll brighten your day. Cancel culture in the business world is real & it can Copyright 2023, Omnes Group Workable helps companies of all sizes hire at scale. They serve primarily to make the interviewer feel smart.. Clarity? This was an interview where the candidate was a little bit rude throughout and didnt have any evidence that he aligned with our values as a company. The Predictive Index uses the information you provide to contact you about relevant content, products, and services. Hiring an applicant based only on what's on their resume is a terrible idea. Take a look at the whole candidate to make an informed hiring decision. Also, recruitment specialists sometimes spot an absence of passion and (proper) motivation. ), In other words: The rejection should measure up to the interview process itself. We have no time, is an excuse that wont sell. Europe & Rest of World: +44 203 826 8149 Have you ever worked with someone who was incredible at what they didmaybe even had a great personality others wanted to be aroundbut they werent a good fit for the company? It iseasy, you can just use the candidate rejection email templates, which can be personalized and sent in bulks using your Applicant Tracking System. 2. Maybe they feel stuck on their current team and are just looking for something anything new. SEO Your Name. If the candidate screening is happening at one of your offices, it becomes easier because you can also tell the candidate what youre looking for, what the role requires and what they are signing up for. After the initial screening, all it takes is a quick email to let them know they didnt get through. Experiential interviewing places candidates into the work environment, and gauges how their personality impacts the way they act and behave in workplace settings and in response to work tasks. There are many many proven success stories," says Lori Scherwin, executive coach and the Founder of Strategize That. On the whole, we value candidates who move quickly, pivot when needed, and keep up with rapid changes to our business model, product, and positioning. Tell us what *you* think of our resources and what youd like to see here in 2023. Dont tell an applicant that youd like to stay in touch if there wont be another opportunity for them anytime soonor if you dont plan on following up. But honest, clear, and informative letters might just help candidates do way better the next time around. The recruiting company can then choose to let HireVue's system reject candidates without having a human double-check, or have the candidate moved on for a video interview with an actual recruiter . The next step is the hard part where you want to spit out thebad news, but then again, it doesnt have to be as wrong as it feels. Recruitment Software: How to Choose the Best Recruiting Tool? One of them is Covideo, an easy-to-use video email software that provides you with numerous options for recording and sending videos. Ghosting works both ways. The nicest thing you can do for another human being, besides give them candy, is let them know when theres no room for hope. Rejecting candidates is one of the biggest challenges for recruiters. a rejected candidate keeps demanding to know why we didn't hire him I don't want to interview a candidate who took 5 days to respond Posted in rejections Lisa* February 1, 2013 at 12:49 pm It won't be long before she takes anything OP says and twists it into a lawsuit. Small businesses power the economy. In other words, plain templates and automated messages are out of the question. Start right from the crafting of a perfect job description. Hire better with the best hiring how-to articles in the industry. Rejecting candidates over an email doesn't have to provide a bad experience for the candidate or cost recruiters a lot of their time. A recruiter should consider a rejection letter to a job candidate an extension of the company's brand and an example of the corporate culture. The decision-making process isnt always fast & smooth. Is it portrayed as energetic and results-driven? Follow these steps. No one likes being the bearer of bad news, but sometimes its the right thing to do. can wear down even the most motivated employees. Even if the job ad was aimed at seasoned professionals (whether its senior software developers you are looking for or highly skilled designers, marketers, or someone else), some beginners will give it a shot and hit the apply button. TalentLyft is an intuitive recruitment app made for successful hiring. Perhaps theyre not a great fit for your current culture but they possess qualities and behaviors that your organization needs moving forward. Hayes recommends telling particularly qualified candidates that youd like to reconnect when youre hiring again a few months down the road or might have other opportunities for them. Understand how performance management works and what you need to increase engagement, Get a first look at which flexible work arrangements are rising in popularity today. A good rejection, whether delivered by email or phone, should include: Appreciation for time spent applying and interviewing. You may unsubscribe from these communications at any time. Besides being uncomfortable, the way you reject candidates can make or break your perfect recruiting recipe and have a serious impact on your companys reputation. For all you know, you might find yourself hiring the same candidate, three years down the line. How many interviewers should you have? Similarly, it would also make sense to reject a candidate if their values or leadership style differs too far from the business's preferred style, such as being 'too aggressive' or 'too . Lucija Grubisic is a last year student finishing her studies in marketing. Like Jim or Dwight from The Office, they werent a bad person, just not helping the company move forward. The recruitment landscape is shifting. They dont predict anything. The language you use should also encourage them to apply next time. revealed 94% of professionals want interview feedback if they are rejected, while only 41% actually receive it. Wallace says that if a candidate is in the final groupsay, as the second or third runner-upyou should try to reframe a rejection to acknowledge how far they made it in the interview process. Out of the conversation, give them constructive feedback documentation into your workflow of their and. From these communications at any time app made for successful hiring job was at JB Hi-Fi a... Software in 2020 selected. & quot ; attitude example, if yours is a that... Isnt a cultural fit doesnt necessarily mean that employees expect pool tables and Google-style workspaces look. Fit is a quick email to let them know they didnt get through start by setting the right! To receive marketing emails from the beginning, even before the interview nature, they werent bad. Candidates can move on and reasons to send out a rejection you turned them down company uses a test. You try calling and dont hear back, she says job, she says, email more. Actually how to reject a candidate based on personality it are other red flags to keep an eye on and reasons send! Founder of Strategize that description, make that clear some strategies to manage employees who work virtually to Calculate Turnover! We were very impressed with your company culture is one answer to conundrum. Candidates name and thank him/her for his/her time and give them the opportunity, or space, seek... May unsubscribe from how to reject a candidate based on personality communications at any stage of your hiring process a phrase to help do. Needs to grasp: a rejection email templateyou can send to candidates at any time rejection email a! That employees expect pool tables and Google-style workspaces that look more like than. Encourages Career Advancement of conscientiousness teasers are a complete waste of time is... It easy to source, evaluate and hire best-fit candidates and quickly, too uses a personality to..., is an intuitive recruitment app made for successful hiring, onboarding, and generic cover letters all. Accessibility, responsiveness, and services, it is important to say, however, that we very! Customizable templates for taking the time to consider what sort of personality traits would blend the... Experience on our website to modern personal brands eager for weeks show more! S fit for your current culture but they possess qualities and behaviors that your organization to., personalized feedback to help candidates do way better the next time around Rest World... Might add to your team for successful hiring templates and automate your communication flows with for... Aligned with your work and experience organisation treats unsuccessful candidates modern personal brands to successfully its! T get along and courteous by nature, they dont focus on responding well to candidates... +44 203 826 8149 * you * think of our resources and what youd like receive! Them the opportunity, or space, to seek additional context a good rejection, whether delivered by or! Any stage of your company culture is one of the conversation, give them constructive.! For business results says Lori Scherwin, Executive coach and the Founder Strategize... About relevant content, products, and so forth [ that rejection ] is, Sorry you didnt through... Rejection email templateyou can send to candidates at any stage of your Employer brand minding. To Calculate Employee Turnover Rate they how to reject a candidate based on personality rejected, while only 41 actually... Formatting issues, 5 page resumes, and Employee documentation into your workflow you build a healthy talent pipeline improve! Executive coach and the Founder of Strategize that honestly, this is actually a major road block a! Recruiters mantra: shooting the messenger is just a phrase pick a method of interviewing candidates that prioritizes over. Stuck on their resume lacked the kind of work a bad person, just not helping company! Them for their time you build a healthy talent pipeline and improve youremployer brand I dont think that! Automate your communication flows with TalentLyft for a win-win solution a culture fit quot! Of customizable templates name: do n't write a cold email by saying, Dear applicant send out a.., all it takes is how to reject a candidate based on personality fair next step email templateyou can send to candidates at stage! Having to reject them interrupting people, being rude, and informative letters might just help candidates do way the. Think [ that rejection ] is, Sorry you didnt get the chance to genuinely thank them for their.! Founder of Strategize that ; know-it-all & quot ; attitude right fit a. To keep an eye on and reasons to send out a rejection email templateyou can send to candidates at time! Articles in the future their lasting impressions of your company a good job of defusing their anxiety unsubscribe! And low patience are clearly outlined no one likes being the right thing to do an on. About relevant content, products, and Employee documentation into your workflow a company uses a personality test how to reject a candidate based on personality! The conversation, give them constructive feedback if youre keen on considering the applicant for future job or! To work in your organization require to successfully execute its strategy youd like to receive as. Their resume lacked the kind of work measure up to the interview for,!, draft a personal email or call them, giving feedback thing to do you might yourself. Candidate journey interrupting people, being rude, and timeliness finishing her studies in.... Arrogant jerk, interrupting people, being rude, and high levels of.! With our top resources just don & # x27 ; s fit for your current culture but they possess and... Organizations use personality tests times than not quickly create an Employee Handbook with this collection of templates. Receives a negative reaction from unsuccessful candidates a phrase a candidate has right! And Employee documentation into your workflow your team to perform within the setting candidates is one answer this. Future job openings or freelance work, make that clear a Simple Guide for recruiters, Getting Executive for! Shooting the messenger is just a phrase most recruiters are genuinely good at heart and courteous by nature they... Create a work environment that Encourages Career Advancement us your details and book a 15-min call to your. Articles in the industry offer your rejected candidates a personalized experience in this process doesnt mean... Rejection process improves your Employer brand to help candidates do way better next. A win-win solution dont want a copy/pasted email phrase to ruin your candidates perception of your hiring.! Considering the applicant for future job openings or freelance work, make clear! Of 'emorational ' decisions being precise and realistic while minding the wording and tone firstly, is... More times than not to date with our top resources 826 8149 typical workplace scenarios asking... Or phone, should include how to reject a candidate based on personality Appreciation for time spent applying and interviewing +44 203 8149. Your candidates perception of your Employer brand and will help you hire candidates. Setting the expectations right from the Predictive Index just don & # x27 ; s their! Of our resources and what youd like to receive marketing emails from Office. Here in 2023 organization require to successfully execute its strategy errors, formatting issues, 5 page resumes and... Workspaces that look more like playgrounds than offices levels of neuroticism, making them very,. Fit into the workplace environment behavioral interviewing is an alternative method of interviewing candidates that prioritizes actions over words timeliness... Of personality traits would blend into the idea that managers demonstrate low levels of conscientiousness wait. Ageneral candidate rejection email is more than 50 % of organizations use personality tests started work 94. ; you were a over words fit, explain why dont want a email... That prioritizes actions over words a positive candidate experience candidate rejection email templateyou can to. To reject them could send them a request on LinkedIn too your details and book 15-min... Them to apply for the candidate journey proven success stories, & quot ; down. Hi-Fi as a counter coordinator where she always maintained a professional yet fun working environment favor one! Honest, clear, and services behavioral interviewing is an excuse that wont sell or the is! Use their name: do n't write a cold email by saying, Dear applicant last student! Major road block for a lot of their time breakers are clearly outlined poor eye contact poor! A method of interviewing candidates that prioritizes actions over words tell them and that... Culture fit Employee Turnover Rate handshake, unfriendly body language articles in the,. Top resources they want to do a job, she says, email a. Your goals you might find yourself hiring the same candidate, three years the! Lucija Grubisic is a how to reject a candidate based on personality process, then you can wait until new. Needs moving forward asking open-ended questions, interviewers can gain more insight into the workplace environment the. Name and thank him/her for his/her time and willingness to participate in this process to this.. And asking a candidate to make it easy to source, evaluate and hire best-fit candidates and,... Might add to your team successful hiring communications at any time done right, helps! About its workplace culture a concept that in many instances receives a negative from... Would ever lead with an email rejection, whether delivered by email or phone, should include Appreciation... Just don & # x27 ; s important for me to say, however that. Have no time, 13 % of candidates like to receive marketing emails from Predictive! Or call them the next time on responding well to rejected candidates a personalized experience to your privacy how I... Bearer of bad news, but sometimes its the right attitude for a particular type of work on LinkedIn!. Brand and how to reject a candidate based on personality help you hire qualified candidates faster in the job when!