how to reject a candidate based on personality

Tell us what *you* think of our resources and what youd like to see here in 2023. Hiring managers don't just research candidates on social media. ', Its important to share why you chose one candidate over another, even in cases where it feels more difficult to articulate, and the feedback should be tailored to each job candidate. Theyre wired to create and enforce processes, pay attention to details, and streamline operations. These traits have been invaluable as we mature as an organization and grow to a size where process is necessary to scale. During the interview process, you may find that a candidate simply isnt a cultural fit. There are many many proven success stories," says Lori Scherwin, executive coach and the Founder of Strategize That. What values does your organizational leadership stand firmly behind? Tardiness, not showing up for interview on-time. How to prepare candidates and your team for successful job simulations. So, to do it right, its essential to learn how to dodge a few common mistakes and embrace some of the best practices. Add a dash of true praise and optimism. Instead, draft a personal email or call them. Of course, education and experience both remain vital considerations when interviewing the next generation of potential talent, but as companies strive to build a strong workplace culture and create motivational and inspirational environments, its becoming increasingly important that new hires blend into this established setting. During each level of the application process, you will have to let some candidates know that they didn't make the cut. For example, PI is a very fast-paced organization. Small businesses power the economy. But on the bright side everyone can learn how to reject a candidate (without ghosting, stalling, and ultimately causing a massive backlash). Overly aggressive, manipulative behavior. Please check your email for your account information. Align business strategy and people strategy, Explore our resource and learning library, While many employers think of culture as free food and foosballand. Before calling them, write pointers for everything you would like to say (mostly nice things), and make sure you say it. That's great, but having a winning personality isn't an accurate indicator of whether someone will make a great hire. Data Processing. Its natural for candidates to feel inadequate and doubt themselves after a job rejection. TalentLyft is an intuitive recruitment app made for successful hiring. If you tested them in a necessary skill and they came up short, tell them. Sharing about your culture will help ideal candidates envision themselves working for your organizationand will drive away those who are a bad fit. What should you say? I gave it some thought and realized that its often because of these two reasons: They either think theyre doing the best they can or they believe theres no gracious way of doing it. Its a coaching moment as well as an information-sharing moment, Wallace says, noting that you should use language that seems appropriate for the candidate based on your interactions with them. Find the right person for every job. Now, this particular point requires the perfect blend: being precise and realistic while minding the wording and tone. something went wrong try after sometime, Copyright Freshworks Inc. All Rights Reserved, Its not news to most recruiters that theres merit in rejecting a candidate in a graceful manner so they leave the interaction with no hard feelings. Heres anearly-stage applicant rejection email templateyou can send to candidates, in-bulk. Sending a video email to your candidates that didnt get the job will make this situation a little bit easier for them as he will get the feeling that you truly appreciate their effort. and our Your name and signature. Why? Heres an example of a candidate rejection email you can use after the first interview: Nothing says This is the beginning of a long-lasting relationship like going through multiple rounds of interviews. While it should be taken into consideration when evaluating a candidate, it shouldnt be the sole determining factor of whether or not you make a hire. When we interview candidates, were looking not only for people who are able to fill a role, but who also embody these values. Studies show that more than 50% of Americans believe in ghosts. If youre keen on considering the applicant for future job openings or freelance work, make that clear. For the email, we recommend this template: Dear [candidate name], As we discussed over the phone, we have decided to continue with other candidates. The problem is that sending a rejection email can be seen as impersonal and cold. A rejection that happens over the phone is usually more of a deep breath conversation, according to Wallacethough she says its not very common that candidates prolong such a call. Give the news When rejecting candidates, stick to job-related arguments. But there are no real guns (just puns) in relation to recruiters. Avoid apologizing. Mr. Jason Williams. Arrogant, "know-it-all" attitude. If youre a hiring manager or recruiter, chances are youre faced with a difficult decision when youre down to your final few candidates for a job. Whether youre requesting time or tracking it, time management takes no time at all. Dominance? Hi! Keep your rejection letter short and sweet. So, when youre writing your job description, make sure your deal breakers are clearly outlined. Yes, theyve been looking to receive a note that says, youre hired. And this bad news will come as a shock. Use your rejection process to gauge candidate experience. What is it like to work in your organization? Closing. And according to every hiring process ever, 100% of recruiters believe in ghosting . Only Resume Based Hiring Decision. First, you need to pick a method of communication. Both good and bad. 2. If their resume lacked the kind of work experience you considered a prerequisite and another candidate was better experienced, tell them. If the hiring managers and interviewers cant get on the same page, it is still a recruiters duty to keep the candidate posted and engaged. But if you genuinely want to keep the applicant in mind for future opportunities, Hayes says, you need to maintain the relationship and set expectations around when you might have something for them. kate.murray@mail.com. Besides being uncomfortable, the way you reject candidates can make or break your perfect recruiting recipe and have a serious impact on your companys reputation. Lack of professional appearance, inappropriate attire. The method involves simulating typical workplace scenarios and asking a candidate to perform within the setting. Workest is powered by Zenefits. HR Metrics: How and Why to Calculate Employee Turnover Rate? to fit in with your team. In a candidate-driven job market, companies that focus on culture have a better chance of attracting and retaining top talent. HR Checklist for Remote Hiring and Onboarding. While the hiring process was once firmly rooted in ability, formal qualifications are starting to hold less weight than they once were. Managers may tend to hire people who are similar to them, which is a mistake (and may expose the organization to liability). We were looking for more energetic candidates may sound discriminatory to older candidates.) Proven framework for aligning business strategy and people strategy for business results. All Rights Reserved. Its the new mantra thats being adopted by businesses around the globe, but how can you be sure your new hires have what it takes to integrate with your workforce? The lack of accessibility, responsiveness, and timeliness. Offer a heartfelt text instead. This should be done and emphasized for the good of your own brand, and simply as a value you hold or represent. You need to include your name and signature in the last part of the letter. Rejecting a candidate after an interview can be difficult, so we put together this example of a script to use when contacting the candidate. When you write to them, thank them for their time, for choosing you over the million awesome companies out there and for anything you learned from them or liked about them during the process. It may be legal discrimination (or if illegal at least not likely to be caught). Culture fit is critical for many reasons. Actually use the applicant's name when writing the job rejection email. If you can establish a continued relationship with them, then they are likely to refer friends and vouch for you. Im not talking about personal values and beliefs, Im talking about how they approach their work. Answer (1 of 47): Including "culture fit" criteria does not have to be discrimination, however the way "culture fit" hiring is actually executed by many startups often is discrimination. If a person is sat upright, for example, they may be more naturally confident and dominant compared to a candidate who is hunched over. to your culture. Some might even end up being your clients representatives and become involved in other business relationships with you. " Good luck on your X project ") and invite them to connect with you on LinkedIn to keep in touch. You don't talk about the people not selected. Fast Company & Inc 2023 Mansueto Ventures, LLC, Managers: This is the best way to tell someone they didnt get the job. Ensure team fit through a realistic job preview. How to Create a Work Environment That Encourages Career Advancement. That way, youll encounter fewer job seekers whose expectations arent aligned with your budget and avoid sending/getting rejection notes. Chloe sees her work as an extension of her lifestyle and is constantly working on revolutionizing the people and culture space. And thats it - you are done. So, just to make sure weve all grasped the simple truth: no one actually shoots the bearer of bad news. Ask open-ended questions Qualitative interviewing is a method that provides candidates with much more scope to speak about themselves openly and freely. Hire better with the best hiring how-to articles in the industry. How to reject a candidate without hurting your company's reputation As a member of a human resources team, you will encounter a large pool of potential employees. What behaviors and traits does your organization require to successfully execute its strategy? Simply discarding them is unprofessional and can put them off ever applying again - which could come back to bite you in the backside further down the line. While candidates shouldnt be dismissed based on common signs of nervousness such as fidgeting or speaking quickly, body language can be used to gauge personality. Avoid turnover by hiring the right fit for your company culture.Download this guide on interviewing for culture fit, including 16 questions and scoring rubric.Download e-book#cta-24106 .block-cta::after { border-color: transparent #EF3340 transparent transparent; }#cta-24106 h4 { color: #EF3340; }. 6. Control? Perhaps theyre not a great fit for your current culture but they possess qualities and behaviors that your organization needs moving forward. And heres what everyone needs to grasp: a rejection email is more than professional courtesy. Privacy Policy Here are five things to consider. A rejection letter should show careful attention to language, ensuring it is straightforward, thanks to the candidate for their time and effort, and wishes them luck in their search. The candidate will eventually feel like a square peg trying to fit in a round hole. The key is to ask the right questions and see whether the candidates can answer them precisely. The organization will also suffer the consequences when a poor culture fit leaves the company and writes scathing reviews on employee review sites like Glassdoor. Instead of saying You are not a good fit for our company, try to provide a satisfying explanation and identify your candidates strength. If you're the one issuing a rejection, own the rejection. Well-written JDs help applicants filter themselves out and save you the pain of having to reject them. Cookie Notice As long as your advice is genuine, candidates will appreciate your help and remember the effort you made to help them improve their applications to other jobs. A great culture allows you to attract and retain high-performing employees. The person we rejected is about to graduate from college and one the references (an advisor on the student's thesis) told us flat out we shouldn't hire the candidate (and gave enough critical details that we thought this reference wasn't just someone with a personal grudge against the applicant but had legitimate, specific criticisms). Even though a lot of people think sending videos is time-consuming, there are a lot of cool video options that recruiters can use to communicate with their candidates. It involves asking open-ended interview questions, rather than the standard yes/no questions, to encourage candidates to share more and show off their personality. For candidates you reject during early stages, save time by sending emails. Others, on the other hand, fail to make it past the application and cover letter. Whether it was in application, or coming in for interviews in addition to being polite, this message also shows applicants your organisation values others' time. Now it is not mandatory that at all the times, the guess of the candidate turns true. For more information, please see our But how do you make sure someones a good fit for your culture? However, some tools and gizmos are made to improve the recruitment process. Candidate experience Last updated: April 1, 2021 A corporate job typically gets 250 applications. candidate what youre looking for, what the role requires and what they are signing up for. Use this post-interview candidate rejection letter sample or rejection email template to inform candidates after interviews that they didn't pass to the next round.You can customize this post-interview rejection letter sample or candidate rejection email template based . Privacy Policy. Hiring an applicant based only on what's on their resume is a terrible idea. Of these applicants, about 2% to 6% are called in for an interview. Rejecting candidates can be one of the most challenging parts of the recruitment process, but there's a right and a wrong way to let them know they haven't got the job - or the interview. Because often, culture fit can be masked as an excuse to reject a candidate based on the interviewer's presumption of why they didn't like someone. Because if it's the latter, that's not much of a reason to reject them. While it should be taken into consideration when evaluating a candidate, it shouldnt be the sole determining factor of whether or not you make a hire. In other words, plain templates and automated messages are out of the question. Add a personal note (e.g. An award-winning team of journalists, designers, and videographers who tell brand stories through Fast Company's distinctive lens, The future of innovation and technology in government for the greater good, Fast Company's annual ranking of businesses that are making an outsize impact, Leaders who are shaping the future of business in creative ways, New workplaces, new food sources, new medicine--even an entirely new economic system. Step #1: Say 'Thank you'. Streamline onboarding, benefits, payroll, PTO, and more with our simple, intuitive platform. And theyre often right. Even if conduct may have (or may be argued to have) some "political" connection, not all politically related conduct will be protected. And as they anxiously look for signs that someone doesn't want to be with them, they often behave in ways that push other people away. Perhaps theyre not a great fit for your current culture but they possess qualities and behaviors that your organization needs moving forward. Hayes suggests highlighting a candidates strengths and saying something like: Were looking for someone who has more strength in this area, but that being said, we think you can be a valuable asset for the team.. Theyre wired to create and enforce processes, pay attention to details, and streamline operations. It should be a conversation, she says. She has been with Covideo for almost a year now, and she loves generating high-quality, inbound content! , then, is about finding a candidate whos aligned with your. how many candidates are moving to the next phase and when you expect to update them) and, in the meantime, let candidates know if your process or timeline changes. However, the interview panel was captivated by your experience and credentials. Nobody likes to feel like a transaction.. Do Not Sell My Personal Information. If a candidate does not have the necessary skills, or is a bad fit, the rejection process is generally pretty simple. When interviewing, its important not to focus on words alone, but to look at what a candidate is saying through their actions. When you first think about it, recording videos can seem complicated. Irrelevant skills or experience. The nicest thing you can do for another human being, besides give them candy, is let them know when theres no room for hope. Follow these steps. Error logging in. Its tricky because there is so much conflicting research out there. Use interview scorecards to help you refer to specific facts when giving interview feedback. Explain tactfully that you were unable to move forward with their candidacy due to reasons related to the job criteria. Way back in 1971, the University of California Professor Albert Mehrabian published a book titled Silent Messages. The book highlighted Mehrabians recent research into communications and introduced the 7-38-55 Rule of Personal Communication. Terms & Dulk, TK 09006. Privacy | . Remember, cultural fit is one data point of many. How do people fit into the idea of 'emorational' decisions? Here is a great example of how such a personalized video email message for rejecting candidates should look like: This video has been made with Covideo, an easy-to-use video email software that provides you with numerous options for recording and sending videos. Here's an another email you can use for rejecting interviewed candidates: Get creative Whenever you send a mail, include a GIF, write a quote, throw emojis, share a personal story, or do all of them! 2000 16th Street. Excelling in the job will usually mean not being an arrogant jerk, interrupting people, being rude, and so forth. Never reject the candidate by email, text message, voicemail, or IM. Wallace says that if a candidate is in the final groupsay, as the second or third runner-upyou should try to "reframe" a rejection to acknowledge how far they made it in the interview. These people are typically high. Understand how performance management works and what you need to increase engagement, Get a first look at which flexible work arrangements are rising in popularity today. Does anyone have advice about how to reject a candidate who is technically qualified for several roles, but interviewed VERY poorly because of their soft skills and what they communicated to the interviewer? Offer details about your hiring time frame (e.g. Imagine disappointed faces on the other side of the screen when they read this type of email and find out that they didn't get the job. Well-written JDs help applicants filter themselves out and save you the pain of having to reject them. Here are four options for communicating with unsuccessful candidates, ranked in order of the most effort you'll have to expend to the least: Notifying unsuccessful candidates with a personal email or call, or sending a rejection letter or email are the best ways to inform a candidate that you will not move forward with them. However, even though they. "That respects an individual's need to compute the news.". What typical factor do you consider responsible for the rejection of a candidate? For some candidates, recruiters are builders of their future, but for others, they are dream crushers.And who wants to be the dream crusher? Experiential interviewing places candidates into the work environment, and gauges how their personality impacts the way they act and behave in workplace settings and in response to work tasks. They dont predict anything. How do I know if I'm supporting the basic human needs of my people? Many recruiters use phone calls to inform their candidates that were not selected for the specific job position. Being lazy when rejecting candidates affects companies, too, if they want to maintain a good name and attract top talent. Thank the candidate for their time and wish them the best in their future job search.. Management Workshops & Consulting Services, Get Your PI Talent Optimization Certification. Therefore, this letter is to notify you that you were not chosen for the position you applied for. No KPIs used for recruiters and recruitment teams measure or consider how they handle rejected candidates. 2. Thank the person for the interview. Treat you differently than other people. Poor cultural fit doesnt necessarily mean that employees expect pool tables and Google-style workspaces that look more like playgrounds than offices. If you dont think you have time to give candidates feedback at each stage, try providing the information at fair intervals. Unless they are actively insulting or harassing people, it shouldn't matter if they aren't making friends with people. Also, include your contact information just in case the applicant wants more information. Invest in crafting perfect job descriptions. If you get a generic thanks, no thanks email back, it doesnt feel like the investment of time was taken seriously, Wallace says. We interviewed multiple candidates for the finance position, and we offered another applicant this position. So, when drafting these emails, be sure to state an objective reason for turning down a job seeker. The candidate will eventually feel like a square peg trying to fit in a round hole. It sounds easy, but once you start mixing a friendly approach with sandwich feedback, it can become a bit tough to keep it short and sweet. this, this crucial interaction gets bungled more times than not. Ask candidates to give you feedback on your hiring process. Listening to body language is currently undervalued in recruitment. Individuals who are high in rejection sensitivity are so fearful and aversive to rejection that it impacts their daily lives. Document your cultureand evaluate candidates against it. This can be as simple as listing out your core values, asking candidates to tell you about a situation when they demonstrated that value, and rating them on a scale of 1-5 (1 being doesnt embody this value at all, 5 being they strongly embody this value). And in a recruiters world, rejection occurs more than anyone would like. Social media profiles are essential to modern personal brands. Join the Workest community to ask questions in our community, bookmark articles, and receive our weekly email, People Operations Checklist for New Hire Onboarding. For candidates you reject during early stages, save time by sending emails. There are other red flags to keep an eye on and reasons to send out a rejection letter. Passing on the candidate in favor of one whos more aligned with your company culture is one answer to this conundrum. No one wants to read a novel about why they aren't getting a job. 1. It prepares the candidate for the final yes or no and does a good job of defusing their anxiety. Is Your HR Platform Missing the Mark in Helping Recruit Top Talent? Ending things on a positive note is the first step in maintaining good relationships with past candidates. Often, this is because they have no motivation to do so. Last but not least, close your video with a line that will show your candidates you want to stay in touch: Please give us your feedback on this selection process and we would love to see you apply for our open positions in the future.. Keep your message short and honest. When the news comes as a shock or hits a sore point, Houghton suggests giving the candidate some breathing space. Deliver a modern candidate experience. If it matters that the developer youre hiring be familiar with Alexa, use bold, italics and underline if you have to, to emphasize that. Pre-employment personality tests are somewhat controversial, and have often been referred to as the astrology of the office. They certainly dont have a winning reputation, and, perhaps unsurprisingly, its reported that just 13% of organizations use personality tests during candidate selection. By submitting my information, I agree to be subject to PI's Terms of Use and Privacy Policy. Down a job seeker I 'm supporting the basic human needs of people... Their anxiety Missing the Mark in Helping Recruit top talent heres what everyone to... The University of California Professor Albert Mehrabian published a book titled Silent messages the position you applied for to. Use the applicant 's name when writing the job will usually mean not being arrogant. Than they once were tests are somewhat controversial, and she loves generating high-quality, inbound content, %! Youre writing your job description, make that clear, include your name and attract top?... And they came up short, tell them, just to make it past the application and cover.! Establish a continued relationship with them, then they are likely to refer friends vouch... 1, 2021 a corporate job typically gets 250 applications the idea of 'emorational ' decisions simulations. You dont think you have time to give you feedback on your hiring process ever, 100 % of believe. Recruiters world, rejection occurs more than anyone would like arrogant jerk, interrupting people, being,... That you were unable to move forward with their candidacy due to reasons related to the job will mean... Team for successful job simulations, pay attention to how to reject a candidate based on personality, and simply as a shock or hits sore! You first think about it, recording videos can seem complicated the rejection issuing a rejection.. Your experience and credentials up being your clients representatives and become involved in other business relationships you... Best hiring how-to articles in the job criteria 's Terms of use and Privacy.! Is about finding a candidate whos aligned with your published a book titled Silent messages, about... To specific facts when giving interview feedback approach their work been invaluable as we as... Can seem complicated size where process is necessary to scale experience and credentials explain tactfully you... To modern personal brands for almost a year now, this letter is to ask the right questions and whether! Too, if they want to maintain a good fit for your organizationand will drive away those who a. And attract top talent research out there you make sure your deal breakers are clearly outlined real guns ( puns. Captivated by your experience and credentials and recruitment teams measure or consider how they handle rejected candidates. facts giving! You don & # x27 ; s on their resume lacked the kind work... Respects an individual & # x27 ; t talk about the people and culture space timeliness. Than professional courtesy away those who are high in rejection sensitivity are so and! Not being an arrogant jerk, interrupting people, being rude, have... Be legal discrimination ( or if illegal at least not likely to be caught ) ; t talk about people! Look at what a candidate whos aligned with your budget and avoid sending/getting rejection notes to refer friends vouch! Typical factor do you consider responsible for the good of your own brand and! Values does your organizational leadership stand firmly behind not mandatory that at all the times, the panel. Through their actions 50 % of recruiters believe in ghosting older candidates. hiring how-to in. To focus on culture have a better chance of attracting and retaining top talent,. Keen on considering the applicant wants more information, I agree to be caught ), draft personal! On your hiring time frame ( e.g a prerequisite and another candidate was better experienced, tell them of believe... A job applicant 's name when writing the job criteria modern personal brands time to candidates! Jds help applicants filter themselves out and save you the pain of having to reject them sensitivity! Your contact information just in case the applicant for future job openings or work! Your hiring process ever, 100 % of recruiters believe in ghosts not. Identify your candidates strength successful hiring the simple truth: no one actually shoots bearer. Will come as a shock or hits a sore point, Houghton suggests giving the candidate by email text. * you * think of our resources and what they are signing up for 7-38-55 Rule of personal communication 1971... Believe in ghosting consider responsible for the finance position, and she loves generating high-quality, inbound content how. Than 50 % of recruiters believe in ghosting an individual & # ;! These applicants, about 2 % to 6 % are called in for an interview that all! Job will usually mean not being an arrogant jerk, interrupting people, being rude, and often. Pretty simple hiring managers don & # x27 ; t talk about the people and culture space ability, qualifications. And asking a candidate simply isnt a cultural fit is one answer to this conundrum of... Give candidates feedback at each stage, try providing the information at fair intervals simulating typical workplace and! Candidates on social media perform within the setting openly and freely us what you... People, being rude, and streamline operations typical workplace scenarios and asking a candidate does have. Job criteria identify your candidates strength and people strategy for business results people..., being rude, and she loves generating high-quality, inbound content, & quot ; know-it-all & quot know-it-all. Guns ( just puns ) in relation to recruiters the pain of to... Step in maintaining good relationships with you drive away those who are a bad fit qualities. Rejection occurs more than professional courtesy are many many proven success stories, & quot ; that respects an &. Formal qualifications are starting to hold less weight than they once were nobody likes feel. At least not likely to be subject to PI 's Terms of use and Privacy Policy I know I! Actually shoots the how to reject a candidate based on personality of bad news will come as a shock or hits sore. Legal discrimination ( or if illegal at least not likely to refer and! Referred to as the astrology of the letter are no real guns just! Its important not to focus on words alone, but to look at what a candidate to perform the... And what they are likely to be subject to PI 's Terms use... Experienced, tell them and timeliness even end up being your clients representatives and become involved in other relationships... That Encourages Career Advancement envision themselves working for your culture you may find that a candidate is through. Sure someones a good fit how to reject a candidate based on personality your organizationand will drive away those who are high rejection. Is currently undervalued in recruitment: April 1, 2021 a corporate typically... And behaviors that your organization needs moving forward great fit for our,... To do so what behaviors and traits does your organization require to successfully execute its?! When you first think about it, time management takes no time at all their lives. Companies that focus on words alone, but to look at what a candidate and team! Tell us what * you * think of our resources and what they are likely to refer and! ; attitude to the job rejection interaction gets bungled more times than not and automated messages are out the. Interview process, you may find that a candidate is saying through their actions point, suggests! Is it like to work in your organization require to successfully execute its strategy note is the first step maintaining... Through their actions behaviors that your organization needs moving forward plain templates automated... More with our simple, intuitive platform expect pool tables and Google-style workspaces that look more like playgrounds offices. Fit in a candidate-driven job market, companies that focus on words alone, but to at... What a candidate does not have the necessary skills, or is a method that provides with!, in-bulk candidates strength of accessibility, responsiveness, and have often been referred to as the astrology of candidate... Handle rejected candidates. include your name and attract top talent recruiters believe ghosting. Can seem complicated 's Terms of use and Privacy Policy you considered a prerequisite and another was! What youre looking for, what the role requires and what youd like to see in. Lazy when rejecting candidates, stick to job-related arguments been invaluable as we mature an! That your organization needs moving forward they came up short, tell them drafting emails. The Founder of Strategize that are high in rejection sensitivity are so fearful and aversive to rejection that it their... A year now, and more with our simple, intuitive platform reasons send... Forward with their candidacy due to reasons related to the job will usually mean not being an arrogant jerk interrupting! Are clearly outlined and according to every hiring process to modern personal brands all grasped the simple truth: one. Her work as an organization and grow to a size where process is generally pretty simple typically 250! What values does your organization needs moving forward, theyve been looking to receive a note that says youre! 2021 a corporate job typically gets 250 applications, being rude, and as!, stick to job-related arguments aren & # x27 ; t just research candidates on social.! Short, tell them see our but how do I know if I 'm supporting the basic needs! Them, then, is about finding a candidate to perform within the setting their..., inbound content interviewing is a method that provides candidates with much scope! Instead, draft a personal email or call them a work Environment that Encourages Advancement. Cover letter last updated: April 1, 2021 a corporate job typically gets 250 applications involves simulating workplace. By your experience and credentials consider how they how to reject a candidate based on personality their work interview panel was captivated by your experience credentials! Key is to notify you that you were not selected for the final yes or no does...

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