Behavioral Interviewing Guide by Tom Turner

Author:Tom Turner [Turner, Tom S.]
Language: eng
Format: epub
ISBN: 9781412229944
Publisher: Trafford Publishing
Published: 2012-08-13T00:00:00+00:00

CHAPTER SEVEN

INFORMING CANDIDATES OF RESULTS

INFORMING THE SUCCESSFUL CANDIDATE

The successful candidate is contacted and a job offer is extended. Usually this is done verbally and confirmed in writing. Some common areas usually included in a verbal and written offer are the following:

position title

major responsibilities

salary

benefits

probationary period

location of work and/or office

organizational structure

direct Supervisor

start date

plus other important job-specific information

Since you are entering into an employment contract, we suggest you ask for legal advice as to what information should be communicated in a candidate offer.

Agree on a date for the candidate to inform you of his/her acceptance or rejection of the offer.

Recommendation

Wait until the number one candidate has accepted the job offer before informing the unsuccessful candidates. If an offer is rejected you may decide to offer another candidate the position.

INFORMING UNSUCCESSFUL CANDIDATES

The general guidelines to follow when informing unsuccessful candidates are:

Inform them either by telephone or Email (brief) and avoid letter formats.

Inform them that another candidate more closely matched the selection criteria set for the position and has accepted the position.

Thank the candidate for taking the time to apply and wish them all the best in the future.

If done by phone and the unsuccessful candidate asks why they did not get the job reply with, “another candidate more closely matched our requirements for the job.” It is usually better to avoid specific details about why a candidate was rated the way they were. Communicating the specific information that lead to rejection can sometimes produce complaints and other problems.

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