Recently we had to send rejection letters to a number of candidates who applied for a job as a recruitment consultant by using our software. One of the candidates replied to the email and thanked us for a good rejection and an overall positive experience with Innoflow. We decided to ask her a couple of questions and see what makes the difference between the usual rejection and a positive one.

Meet Malene Kirkelund – besides “making a good bearnaise sauce”, she is also curious and eager to learn. Today she shared her experiences related to job search with us.

Malene says that the rejection she received from Innoflow was relevant and useful, as she was able to reflect on her weaknesses and work on them to be prepared better next time. Indeed, the process felt empowering to Malene because this was her first time applying for a job as a recruitment consultant.

When comparing Malene’s experiences with usual recruitment processes and Innoflow, she says that the usual process of applying often includes a cover letter and a CV. Like many other, Malene once got a job with this type of recruitment but the perception of her own strengths turned out to be completely wrong for the job. After a year she resigned. If the same workplace had offered a case similar to what Innoflow offers, Malene believes that she would have been able to understand the role better and notice that her expectations and competencies were misplaced. When solving a case with Innoflow, the assignment showed exactly what the job entailed, which is important especially if a person wants to try out another industry and cannot get a full overview of the offered position only from reading the job description.

The opportunity to solve a case when applying for a job gave Malene a chance to be judged on some other parameters despite her varied background. She told us about her unpleasant experience when applying for a job at another company, where, after receiving feedback she realized that they hadn’t reviewed her application thoroughly and she felt as if she was only a number in a row. “Exactly that does not do any good for a person’s self-esteem when you go unemployed. That’s why feedback is also an important part.” – says Malene.

We can only add to that – not only that well-prepared, personalized feedback is important, but it plays a key role in the hiring process. It shows respect, improves your candidate experience as well as your brand image. Remember, skill sets can be changed and improved – try to refer your evaluation to something that the candidate can work on for the next time they apply for a job at your company. If you can suggest actionable and concrete steps based on applicants’ performance, you will create a positive candidate experience even when sending out a rejection letter.

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