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How you treat people who apply for a job at your organisation really matters. Your reputation is built one candidate at a time, and that reputation is critical to your ongoing ability to attract the best and most skilled talent to your organisation.
CrossroadsHRPeople make all sorts of decisions about your organisation based on how you treat them. Officially notifying them about your employment decisions is a point in your favour.
However, it is important to remember your main goal when hiring is to hire productive employees. You don’t need to get into discussion (heated or otherwise) with a rejected applicant, nor do you need to help a rejected applicant "develop skills" and improve.
So remember:
Nobody likes to be on the giving or receiving end of rejection, so stop thinking of your action as rejection. You don't want the applicant to feel rejected; you simply want to inform them that you offered the position to someone else. Whilst common courtesy, honesty and respect are your keys to success, be politely vague and just say “No”. Remember your goal is to hire productive employees, not to get into arguments or develop a candidate’s job seeking skills.
Contact Kim Murrells at Crossroads HR on 9862 5900 if you would like to talk further about employment or other HR issues.
You can read about the Cleardocs HR Manual here.
Qualifications: LLB, Deakin University
Stephen is a member of Maddocks Commercial team. He is a corporate and commercial lawyer, who assists clients across a diverse range of industries including financial services, consumer markets and manufacturing in a wide variety of legal matters.
His experience includes:
He focusses on drafting, advising on and negotiating contracts, transactions and agreements for clients and also assists with providing general corporate advice.
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