The Effective Hiring Manager

23How to Decline

For candidates we’re not going to hire, the last step in our hiring process is either to tell them they’re not getting an offer or to let them exist in a frustrating limbo of not knowing what their status is. Here’s how to do it right.

You’re Obligated to Notify a Candidate of a “No” Expeditiously

As with so many of our managerial choices, we ought to ask, How would we want to be treated if we were on the receiving end of this process?

Everybody we know says the same thing: If you’re not going to give me an offer, I want to know about it, and as quickly as is reasonable. Job candidates all say that if there is a reasonable chance they could be considered, they want to stay in the running. But if they’re not going to get an offer, if they’re out of the running, they want to know about it right away. It doesn’t do them any good to keep thinking about your opportunity. The candidate needs to be freed up to think about other opportunities.

So, the standard is simple. When we know we’re not going to make an offer to a candidate, we’re obligated to communicate quickly that he’s not going to get an offer. As quickly as is reasonable. And we can think of no situation that would justify a manager not making that phone call the day the decision is made.

You Can Wait for an Acceptance Before Notifying a Declined Candidate

Let’s say two candidates (or more) did well enough to justify being considered. You decide to offer Candidate A. Simply because you’re going to ...