When rejecting a candidate, it’s important to provide clear and specific feedback so that agencies can refine their search efforts and improve future submissions.
Key Information to Include in Your Rejection Feedback:
Reason for Rejection – Be specific about why the candidate did not move forward (e.g., lack of required skills, cultural misalignment, compensation mismatch).
Quantifiable Details – If possible, include measurable reasons (e.g., “Candidate has 3 years of experience, but we require a minimum of 5”).
Constructive Guidance – Provide insights on what would make a candidate a better fit (e.g., “We are looking for candidates with SaaS sales experience in enterprise-level deals”).
Process-Related Rejections – If the candidate was rejected due to timing, budget, or internal changes, communicating this helps agencies understand external factors.
Why Detailed Feedback Matters:
Agencies can adjust their sourcing strategies to better align with your needs.
Higher-quality submissions lead to faster, more successful hires.
Your Employer Rating on RecruitiFi improves when you provide meaningful feedback.
Providing strong rejection feedback is a simple way to streamline your hiring process and build better recruiter relationships.