All businesses want great workforces. Even the strongest and most effective organizations depend heavily on their workers and employees. Moreover, the higher an employee ranks in the organizational hierarchy, the more the business needs them to get things done. This is usually why businesses are so particular about hiring the right Disqualify Candidates in the first place.
A good hire is not simply a candidate that checks all the requirements. The success of any talent acquisition strategy also includes an employer’s ability to retain onboarded employees. A good hire, therefore, is not one that just meets the technical requirements for a role, but also one that can fit into a work culture with ease. Of course, this implies that candidates that don’t make the cut need to be disqualified. And this is where employers need to focus the most on maintaining a great candidate experience, even when disqualifying a candidate. Find out how below.
The Common Reasons Why Businesses May Disqualify Candidates
Managing candidates is a complex process for most businesses. Remember that recruiters, like any other professionals, have tight deadlines and limited time to meet them. And with high-volume recruitment, the larger number of candidates can add even more complexity. Therefore, Disqualify Candidates
is only natural for business recruiters to cut down the number of applicants to a more manageable level. However, there can be many other common reasons for a candidate to be disqualified, including but not limited to:
- Not meeting employer-specific criteria.
- Sending in a generic resume for a very specific role.
- Submitting a resume with low readability.
- Mistakes in the application or resume.
- Evidence of a lack of proofreading on an application or cover letter.
- A poor fit for an employer’s unique work culture.
- Demanding compensation beyond the salary range.
- Overqualified resume for a relatively low-level role.
Understanding the Psychological Impact of Disqualification
Human nature makes disqualifying a candidate a very awkward interaction, even when carried out correctly. However, it is important to note that there is no such thing as a painless disqualification procedure. The disappointment and resentment that follows a disqualification is a very valid and human reaction. In many cases, candidates may not even appear to be too affected by a disqualification.
However, that does not mean employers can afford to be callous or unconcerned when disqualifying a candidate. The key factor in any successfully executed disqualification is almost always rooted in communication. A well-communicated disqualification is bound to boost the candidate experience, even if the candidate is on their way out. At the same time, a non-communicated or poorly communicated disqualification is bound to generate frustration. The impact of disqualification may vary from candidate to candidate. But employers need to make the right moves or risk a decline in the quantity and quality of future applicants.
Great Ways to Disqualify Candidates While Keeping Experiences Intact
The talent pool communicates within itself, and your business reputation could do without the “poor communication” tag. This is why businesses need to follow the right processes when disqualifying candidates. In particular, the disqualification process must take care to keep candidate experiences as intact as possible. Here’s how:
Acknowledge and Appreciate the Candidate’s Interest
Nothing sets the tone for a tough bit of communication like a little politeness. A simple “thank you for your interest” can go a long way, even when you’re disqualifying the candidate later in the message. Acknowledging a candidate’s interest in your business and thanking them for it shows you are a respectful employer. Candidates will perceive you positively, as an employer that understands the stress associated with job applications and rejections.
Demonstrate Respect with Prompt Candidate Communication
Respecting your candidates is not negotiable. And that should apply end-to-end across the entire candidate experience. Being prompt and transparent with the disqualification is something most candidates will appreciate. It saves them a whole lot of uncertainty and stress, and may even encourage them to start applying to other employers quickly. It also indicates that you, as an employer, respect your candidates and value their time.
Personalize the Candidate Disqualification Messaging
The disqualification message will never be an easy or fulfilling read. But there are ways to help make it more palatable for the recipient. All individuals pay more attention to communication when it is directly addressed to them. Therefore, it may be a good idea to personalize the messaging to the candidate it is addressed to. An unsuccessful candidate will still feel disappointed at the rejection. But the comfort that comes with the personal touch may help offset some of that disappointment.
Be Sincere and Transparent With Outgoing Candidates
Empathy and sincerity go hand in hand when it comes to keeping candidate experiences intact. This is especially true during the disqualification process. You want to be honesty and upfront about the reasons for disqualification. Not doing so is unfair to the candidate, as they learn nothing from the experience about any flaws or shortcomings that need to be addressed. Being precise, honest, and empathic can go a long way to help candidates learn more about their limits and what needs improvement.
Always Ask for Feedback
Feedback goes both ways. You offer your feedback to an outgoing candidate based on their application. This can offer them valuable insights into what they need to improve or correct the next time they apply for a similar role, like in mortgage staffing. At the same time, this is a great opportunity for employers to acquire feedback on the candidate experience. The feedback may even help employers create a stronger candidate experience, and increase their chances of recruiting even stronger talent down the road.