Regret Letters Important For Your Employer Brand

Organisations must send regret letters to those who were not selected, post interview.

After conducting an interview session, you might be ready with a list of selected candidates who meet your requirements. Ever thought of reaching out to the other candidates who didn’t make it to that list, with an official regret letter? If not, start doing it! Their opinion can seriously impact your employer brand.

These candidates and their opinion of your organisation can either add-up or seriously erode your employer brand value, depending on how their interview experience was. In order to understand the job-seekers’ perspective on this, TimesJobs.com conducted a poll. According to the poll results, we found out that 84 per cent out of 800 respondents expect an official regret letter, in case they are not selected after an interview. They believe it’s better than the uncertainty of not knowing the result. According to Sunil Goel, managing direction, GlobalHunt, a professional always expects to get an output for the efforts, time and resource spent on appearing for the interview process and they have a strong desire to know the final outcome.

“Most of the large global and professional organisations follow the practice of sending official regret letters to candidates who do not clear the interview process, appreciating their capabilities, time spent and efforts put in to come for the interview,” adds Goel. An ideal regret letter should also explain the candidate that they have selected someone and position is currently closed; therefore, their candidature cannot be presently considered. It should also say that the organisation would definitely like to keep in touch with him/her for future opportunities.

Keeping a candidate you don’t intent to hire, waiting for the results and not reverting back, can take a serious toll on your employer brand. A disgruntled candidate can express their discontentment with your organisation’s interview process, on their social media page; which can spread like wildfire. Goel explained that today’s world is largely dependent on social network; feedbacks and experiences spread almost instantly. A logically explained regret letter ensures positive communication, which is a key tool for effective employer branding. This, in turn, can help the employers to attract good and active talent and also allows them to dip in the passive talent pool.

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