Presuming that an interview has gone according to script, and no reason has been given to provide any job applicant with legal recourse against the company should they not be given the job, the last important step in the recruiting process is a “clean” closing of a face-to-face interview.
It is not often that a decision on whether an applicant will get a job is made at the end of a particular interview. Those decisions are usually made after all applications and interviews are reviewed, even if they are second round interviews. Nonetheless, there are situations where a candidate will be told at the end of an interview that they have the job—or, for that matter, it might become clear during an interview that the candidate is totally unsuitable. Dealing professionally with these eventualities is an important part of the recruitment process, and the following are some important considerations:
– First, no matter how the interview has proceeded, it should always be closed with good manners and grace. This alone can often prevent trouble in the case of rejection.
– If the candidate does not meet the requirements, and it is decided to tell them then and there (rather than let them hold false hope for a few days until a written rejection appears), then use a phrase such as “I’ve enjoyed talking with you today, but we won’t be able to offer you this position.”
It is generally accepted that a recruiter does not have to be specific about why a candidate has been rejected. This can aggravate the rejected candidate, which is a situation best avoided. If the candidate presses for a reason for the rejection, the preferred option is always to say that as a general rule, reasons for your hiring decisions are never discussed with candidates. On the other hand, if the reasons are blatant—for example, the presence of more highly qualified or experienced candidates—then no harm can be done in letting the rejected candidate know that.
However, at all times, be aware that just telling a candidate that they personally are “unqualified” or “lacking experience” can lead to difficulties. Rather point out that another candidate has such-and-such a qualification or so-many years’ experience, rather than highlighting the lack of such qualifications or experience in the rejected candidate.
If the candidate is suitable, then the first thing to do before closing an interview is to thoroughly explore any doubts, questions, or reservations they might have about the company, the job, or the working environment.
A good opening remark might be, “What is your level of interest in us at this point?” which should tell the recruiter exactly how keen, or not, the candidate is. If the candidate appears to be interested, then let them know what will happen next: either a formal letter of appointment, or a second round of interviews. Tell the candidate how long the process will take before a decision is made.
Finally, make sure that all candidates, successful or not, are thanked for their time and effort in a cordial manner. Nothing can be lost with good manners, and much can be gained
