| Importance of this Topic: One sure way to get | | | | tell the applicant reasons for the rejection. |
| into "hot water" is to goof up how you reject | | | | If you tell the applicant the real reasons, |
| a job applicant. Doing it the wrong way | | | | you most likely will get yourself into an |
| leaves you with a huge headache, wasted time, | | | | uncomfortable disagreement. The applicant |
| miserable reputation and, in extreme cases, | | | | will take great glee in trying to find fault |
| legal action. Fortunately, you find out how | | | | with your reasons for rejection. Just Say |
| to smoothly and easily reject job applicants | | | | "No!!" Many companies use my firm's Abilities |
| using this article's tips. | | | | & Behavior Forecaster (TM) |
| A Nightmare That Really Happened Many | | | | pre-employment tests. The company tests an |
| years ago, when I worked as a manager at a | | | | applicant using the Forecaster (TM) test, |
| major corporation, I received a call from a | | | | and then gets computerized scores to quickly |
| headhunter about a magnificent job opening. | | | | compare the applicant to productive employees |
| It sounded like the perfect job for me. So, I | | | | who work in the particular job. Often, |
| went and was interviewed by the | | | | managers ask me, "Dr. Mercer, can I show the |
| vice-president I would report to, if hired. | | | | applicant his of her Forecaster (TM) Test |
| He told me I was one of two finalists for the | | | | scores?" I answer as follows: "Would you show |
| position. A week later, I got on an elevator | | | | the applicant the notes you took when you |
| with a person who looked totally elated. I | | | | interviewed him or her?" The manager always |
| asked her why she felt so jubilant. She | | | | responds, "Of course not!" Then, I ask, |
| proudly told me she was offered a fantastic | | | | "Would you show the applicant the notes you |
| job. She described the job to me. | | | | took when you called the applicant's |
| Lo-and-behold, she got the job I applied for! | | | | references?" Again, the manager answers, "Of |
| Of the two finalists, she was the other | | | | course not!!" I then explain to the manager |
| candidate - and she got the job!! The next | | | | to treat the test scores the same way the |
| day, I called the vice-president who | | | | manager treats the interview notes or |
| interviewed me. I asked if we could meet to | | | | reference check notes: Do not show any hiring |
| discuss why he did not offer me the job. He | | | | materials to the applicant. |
| agreed. When we met, he told me the only | | | | |
| reason he did not hire me was because of one | | | | Take This Quiz Answer these questions to |
| thing I said in the interview that he did not | | | | assess your skill at rejecting an applicant - |
| like. He told me what it was. I felt | | | | and staying out of hot water with applicants |
| horrified. The vice-president grossly | | | | you reject. |
| misinterpreted what I meant! So, I did not | | | | |
| get offered the job because he misinterpreted | | | | 1. Should you tell the applicant why you did |
| one comment I made. | | | | not hire him/her? Yes / No |
| | | | |
| I told him how he misinterpreted that one | | | | 2. Should you show the applicant materials |
| remark. It was useless. We argued for two | | | | you have about him/her, such asa. Test |
| hours. It was quite unpleasant. I am sure | | | | scores? Yes / Nob. Notes you took while |
| that was the last time that executive told | | | | interviewing applicant? Yes / Noc. Notes you |
| any applicant why he or she did not receive a | | | | took during reference checks? Yes / Nod. |
| job offer. | | | | Applicant rating sheet? Yes / No |
| | | | |
| Valuable Lesson When you reject a job | | | | 3. Should you tell the applicant details of |
| applicant -- and the applicant asks you why | | | | discussions you and other managers had about |
| -- remember to do only the following: | | | | him/her? Yes / No |
| | | | |
| 1. Act politely vague about why you rejected | | | | 4. If an applicant asks for "feedback" or |
| the applicant | | | | "advice" about how to do better in future job |
| | | | interviews, which answer is best - for you |
| 2. Just say "No!!!!" | | | | and your company?a. "We rejected you because |
| | | | you have quirks, your work experience is |
| Act Politely Vague If an applicant asks you | | | | unimpressive, you lack certain skills, and |
| why you did not hire him or her, say | | | | your communications skills need |
| something politely vague. Examples: | | | | improvement."b. "As you can imagine, we had a |
| | | | number of applicants for this job. Thank you |
| "As you can imagine, we had a number of | | | | for applying. We will keep your application |
| applicants for this job. We will keep your | | | | on file."Answers: = For Questions 1, 2 and 3, |
| application on file. Thanks for applying." | | | | all answers are "No." For Question 4, the |
| | | | answer is "b. |
| "We had to choose among a number of | | | | |
| applicants. Thanks for applying. We'll keep | | | | "Remember - Or You Pay the Price When hiring, |
| your application on file." | | | | your goal is to hire productive employees. |
| | | | Your goal is not to (1) get into a heated |
| If the applicant asks (or begs) you for | | | | discussion with a rejected applicant nor (2) |
| "feedback" or advice to become a better | | | | help a rejected applicant "develop skills" |
| applicant in the future, BEWARE!! Such | | | | and improve. So, remember two rules when you |
| requests are disguised ways to squeeze out of | | | | reject an applicant: |
| you the reasons you rejected the person. | | | | |
| Despite your humanistic urge to help the | | | | Be politely vagueJust say "No!!!!"© |
| applicant "grow" or "develop skills," never | | | | Copyright 2005 Michael Mercer, Ph.D. |