Handling rejected candidates is part-and-parcel of aviation recruitment.
However, the way you treat rejected candidates could have a significant impact on your brand, profitability and future hiring credentials.
Let’s take a closer look at why you need to keep rejected candidates happy, and what you can do to achieve this.
Why keeping rejected candidates on-side is critical
These are just some of the reasons why you should take steps to ensure a positive experience for rejected candidates:
- Sales: Candidates usually come to you for a specific reason (or role). However, they – as well as their friends, relatives and professional network – are still potential future customers. A hard-hearted rejection could be enough to dissuade all these individuals from travelling with your airline again.
- Reputation: Disgruntled candidates are unlikely to go quietly. In the digital age, they can leave negative comments that could undermine your recruitment processes on your website (or, employer’s site), social media channels and employer-review sites.
- Recruitment: Rejected candidates might well be better suited to a different role. Alternatively, they could be in the process of gaining additional skills, experience or professional qualifications. Keeping rejected candidates happy means you can call on them quickly if needed in future.
How to keep rejected candidates happy
Now you know why keeping rejected candidates on-side is so important, here’s an overview of what you can do to optimise your candidate management processes:
1) Treat candidates like customers
- Take note of your unique brand values and think about how you can incorporate these into your recruitment processes
- Ensure all points of contact with candidates are just as positive and well-considered as your promotional efforts
2) Provide easy access to information
- Present all relevant hiring process/brand information in a dedicated location on your company website (or, careers site)
- Position this resource where candidates are most likely to look, and promote it on social media throughout each campaign
3) Ensure processes are transparent
- Outline the key dates of your recruitment initiative (application submission deadline etc.) early on to ensure candidates are aware of the timeline you’re working to
- Communicate any specific attributes that might influence your decision (e.g. proximity/preferred experience) to moderate candidate expectations
4) Optimise communications approach
- Set KPIs for communicating with candidates after each application stage, including soon after a final decision’s been made
- Decide what method of communication is appropriate for each candidate group (e.g. phone/email) – call rejected candidates who you want to apply again in future
- Create personable, positively-worded templates for the most common outcomes (e.g. rejection based on lack of experience), to standardise the communications process
- Provide personalised, constructive feedback on the rejected candidate’s application documents and interview, where possible
- Assure rejected candidates that the communications channels you’ve now opened will remain active long-term
- Encourage them to apply for future positions and notify you of any significant career developments that might increase their eligibility for similar roles
Sounds like a headache? Partnering with a specialist aviation recruiter like AeroProfessional can take this entire process off your hands.
We’ll take all these steps, and more, to ensure rejected candidates receive the special treatment needed to maintain, or even enhance your employer brand.
Secure the best candidates and enhance your employer brand by calling on AeroProfessional, the aviation recruitment experts.