Comments on: What HR managers told us: Do you get back to rejected applicants? http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/ Your daily dose of HR Thu, 18 Mar 2010 13:43:13 -0400 http://wordpress.org/?v=abc hourly 1 By: Lisa P http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/comment-page-1/#comment-6360 Lisa P Mon, 09 Mar 2009 16:25:45 +0000 http://www.hrmorning.com/?p=240#comment-6360 We have a position that states $8-$10 per hour. However we receive applicates that are wanting $12-$22+ per hour. We can not offer that, and I don't want to waste their time or mine. I have gotten into the habit of emailing the applicate for their salary history and salary requirements. How do you tell them that you are rejecting their application? We have a position that states $8-$10 per hour. However we receive applicates that are wanting $12-$22+ per hour. We can not offer that, and I don’t want to waste their time or mine.

I have gotten into the habit of emailing the applicate for their salary history and salary requirements. How do you tell them that you are rejecting their application?

]]> By: K. Hamm http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/comment-page-1/#comment-6344 K. Hamm Mon, 09 Mar 2009 15:26:56 +0000 http://www.hrmorning.com/?p=240#comment-6344 Here's my process. I get well over 95% of my applicants online. The application includes a line for e-mail address. That and their name (and some other tracking info) is copy/pasted into a spreasheet. I have a "rejection template" in Outlook. I call that up, insert the job title. I click on the address in the spreadsheet, which opens an addressed blank e-mail. Copy the modified rejection e-mail into the opened blank, add their name from the spreadsheet, do the next one. Go through the completed rejections clicking on "send" and it's done. The copy/paste of the name and e-mail addresses cuts down on typos and makes tracking a breeze. I know this sounds really complicated, but it takes less time to do than it does to explain here. I can do 50 of these in a half hour. We also personally call anyone we interview and let them know that they didn't get the job. We use a script for that. We did over 650 applicants and hired 31 people in 2008. Since I'm a 1-person HR dept, I only use things that work. This process works for me. And all applicants are responded to. The few that don't have e-mail for whatever reason get a templated letter which I personally sign. Here’s my process. I get well over 95% of my applicants online. The application includes a line for e-mail address. That and their name (and some other tracking info) is copy/pasted into a spreasheet. I have a “rejection template” in Outlook. I call that up, insert the job title. I click on the address in the spreadsheet, which opens an addressed blank e-mail. Copy the modified rejection e-mail into the opened blank, add their name from the spreadsheet, do the next one. Go through the completed rejections clicking on “send” and it’s done. The copy/paste of the name and e-mail addresses cuts down on typos and makes tracking a breeze. I know this sounds really complicated, but it takes less time to do than it does to explain here. I can do 50 of these in a half hour. We also personally call anyone we interview and let them know that they didn’t get the job. We use a script for that. We did over 650 applicants and hired 31 people in 2008. Since I’m a 1-person HR dept, I only use things that work. This process works for me. And all applicants are responded to. The few that don’t have e-mail for whatever reason get a templated letter which I personally sign.

]]> By: Amy D http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/comment-page-1/#comment-2006 Amy D Mon, 15 Sep 2008 16:39:11 +0000 http://www.hrmorning.com/?p=240#comment-2006 We respond to ALL that applied for an open position. Interviewed or not, qualified or not. After a certain period of time most applicants will know whether or not they were selected. However, I think the right thing to do is inform everyone of the status once the position has been filled. We respond to ALL that applied for an open position. Interviewed or not, qualified or not. After a certain period of time most applicants will know whether or not they were selected. However, I think the right thing to do is inform everyone of the status once the position has been filled.

]]> By: Kristi H http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/comment-page-1/#comment-1338 Kristi H Mon, 25 Aug 2008 19:36:10 +0000 http://www.hrmorning.com/?p=240#comment-1338 What about the candidates who just drop off their resume and don't fill out an application or go through an interview? Do you need to get back with them as well? What about the candidates who just drop off their resume and don’t fill out an application or go through an interview? Do you need to get back with them as well?

]]> By: melissa brennan http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/comment-page-1/#comment-927 melissa brennan Mon, 28 Jul 2008 16:37:49 +0000 http://www.hrmorning.com/?p=240#comment-927 Yes, we do respond to candidates that we interview. It is a good policy to follow. Yes, we do respond to candidates that we interview. It is a good policy to follow.

]]> By: Jenny V http://www.hrmorning.com/what-hr-managers-told-us-do-you-get-back-to-rejected-applicants/comment-page-1/#comment-637 Jenny V Wed, 25 Jun 2008 15:57:06 +0000 http://www.hrmorning.com/?p=240#comment-637 If we interview a candidate, we definitely get back to them to let them know their status. Having been on the other side of the interview desk, I can empathize with candidates. I was amazed at how many times I heard nothing from the companies with which I interviewed--even after two in-person meetings. In my opinion, it reflects badly on the company if HR does not let interviewed candidates know their status. If we interview a candidate, we definitely get back to them to let them know their status. Having been on the other side of the interview desk, I can empathize with candidates. I was amazed at how many times I heard nothing from the companies with which I interviewed–even after two in-person meetings. In my opinion, it reflects badly on the company if HR does not let interviewed candidates know their status.

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