After the Interview: Accepting and Rejecting Candidates

Getting through the interviewing process is hard. What’s next after you’re ready to accept and reject your candidates? World Wide allows you to sit back and focus on what matters: your business. Whether you’re going to hire someone or not, you should always let them know as soon as possible, according to The Balance. It’s good to not leave people in the dark about their application process. What’s key is to treat everyone with professionalism and respect. Treat your candidates the same way you would want to be treated, and make sure they are always in the know. It might get overwhelming, especially with the amount of job applicants you’ll receive, but it’s absolutely crucial. Poorly handling this process will at best make a business look bad in the eyes of its potential employees, and at worst will open up grounds for a lawsuit. Having the right employment agency insurance can mitigate this risk, but it is more effective to understand these risks before making that phone call.

If you’re going through a staffing agency, you’re getting all of the pre-screening done beforehand. This helps weave through potentially hundreds of unqualified candidates that will flood your inbox. Make sure you’re in constant contact with your applicant; let them know that you’ve acknowledged their application, and let them know if you decide to go forward with the process or not. It’s important to communicate these things, especially when accepting or rejecting a candidate.

How to Accept a Candidate

Once deciding to accept a candidate, make sure to give out all of the details to your new employee, including when they will start, what salary they will be getting, what the office hours are or what the dress code is. Some of these things, such as salary, might require negotiating, so be prepared for that. If your new employee needs a two weeks’ notice in order to wrap up another job, let them have that. Even giving them another week on top of that for personal time is really helpful, and gives you the time to make sure all of your paperwork is in order. Once everything is ready to go, give your candidate a call and let them know about the job offer. Don’t send it to them via email: it’s too informal (though we recommend sending a follow-up email for documentation).

How to Reject a Candidate

Rejecting a candidate can be difficult for both the company and the candidate. It’s good to let that individual know as soon as possible that you aren’t going to hire them; it’s only common courtesy. You’re going to want to leave on a positive note by ensuring your company isn’t seen in a bad light, or worse, being sued. This helps with your company’s relationship with that person later down the line, if they decide to re-apply, and this also helps just in case your candidates talk to each other about the application process. You can send a rejection letter to your applicant as well, with many templates available online for the job. However, a simple phone call is still the most effective way to get your point across, and allows you to clear up any issues as they come up.

About World Wide Specialty Programs

For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.