This may seem obvious, but simply losing touch with an interested candidate is not a good way to let them know they haven’t received the job. Candidates will value a little feedback on their interview, and if they’re particularly promising, it can be worth considering offering help or referring them to another company they may be interested in. Sending rejected candidates emails can also be revealing when it comes to responses – seeing who takes your advice positively can be telling if you’d considering them for another role in the future.
There’s nothing wrong with being honest about a candidates’ performance, as most will want to know how they can improve for their next one. At the same time, it pays to stay polite – refrain from being overly detailed or personal, and also tie it back to the requirements of the role rather than any inherent issue with the candidates themselves. Remember that candidates can detect a generalised format - taking the time to personalise feedback will indicate your investment in the candidates’ individual development and will reflect well on the company.
If you’re particularly impressed by a candidate’s skill, there’s nothing wrong with letting them know you’ll be in touch if any other roles open up. The opposite also applies: refrain from giving hope to a candidate who may wait to hear back from you if there’s no chance this is likely.
If you’re worried about making the time to do all of this, then it’s well worth integrating a little technology into your hiring process to speed things up. At LEAP, an incredibly easy-to-use applicant management system ensures you can call people to interview, offer them the position, and send messages all in the same place.