The human mind is not trained to take “NO” for an answer and many of us are really bad at handling rejections. It gets worse when you are the one who has to do this insensitive job.
In this post, Vishwas Mudagal shares some hiring advice on how to handle a typical recruiter’s dilemma on how to tell candidates that they are rejected.
A recent conversation with a recruiter working in an MNC. ‘Vishwas, you mentioned both candidates & recruiters need to be professional. But the real problem is many candidates don’t take rejection in the right way. It’s uncomfortable for both.’ ‘
For example?’ I asked. ‘The other day, we rejected a developer. When I reached out to him, he was upset. He argued saying 1st round went really good & there was no way he could be rejected.’
‘What was the reason for rejection?’ I probed. ‘1st round was to test basic level of programming, which he cleared. 2nd round was for algorithms, scalability, efficient design, etc. which we expect senior developers to excel at. Now, tell me who would want to deal with such situations?’
I still suggested the recruiter to give feedback because that’s the right thing to do.
However, from a candidate’s perspective, we need to handle rejection gracefully, collect feedback, learn & move on to next interview. We shouldn’t take ‘NO’ on our ego, rather take it as learning to make ourselves better.