Many employers state they simply do not have the time to construct a rejection letter for potential candidates that they have interviewed. This form of communication is just as vital as the recruiting and interviewing process itself, however, many employers dismiss the ever begrudging rejection letter all together. The question that many potential candidates wish to ask is why? All they wish for is a simple response- post-interview- as to their standing in the running for the position. They are not asking for a full-out 5 paragraph response, but a few simple sentences to inform them of their status.

In defense for employers everywhere, the amount of time it takes to develop and send rejection letters is ridiculous- especially if the candidate response was high. However, to maintain respect and company reputation, time must be set aside for this final process of an interview. Below you will find some suggestions that Techcareerdirect.com wishes to extend to all employers who forego the simple process of rejection letters.

• Set aside time to develop a basic template or form to use as your typical rejection letter. It should simply state the outcome of the interview in as little terms as possible. Some companies list reasons such as under-qualified, not enough experience, and even that they