Get in contact Free Trial

Communication after the interview

The candidate experience is becoming an increasingly important element. Seamless communication will mean that candidates who do not fit your company will also retain a positive memory of you.

You will make a good impression if candidates always know where in the application process they are at any given time, which steps they still have to go through, and when they can expect to hear from you. For this reason, it is also important to tell the candidates what to expect next after their interview.

Three tips you should bear in mind when writing these messages:

  1. Keep it short and sweet: Try and pack all the important information in concisely.
  2. Explain what happens next: Tell the candidates if there are any next steps and, if so, how they will play out. If not, let the applicants know when they can expect to hear from you again.
  3. Communicate promptly: Do not let too much time pass between the interview and the follow-up email. Send out your message promptly after the interview to make a good impression on your candidates.

Template: after interview (general)

Dear Mr. Doe,

Thank you for taking the time to meet us and discuss the position of (job title).

We were delighted to get to know you better and will be in touch again next week with our decision regarding the next steps.

Sincerely,
[Your name]

[Signature]

Template: invitation to a second interview

Dear Mr. Doe,

Thank you for taking the time to meet us and discuss the position of (job title).

We were very pleased to get to know you better and think you would be a good fit for our company. We would therefore like to invite you to a second interview where you will be able to meet [interviewers, e.g. the CEO] and any other remaining questions can be answered.

If you also believe you would fit in well at our company, we look forward to hearing from you and to arranging a time and date that suits us both.

Sincerely,

[Your name]

[Signature]

Template: invitation to an assessment center

Dear Mr. Doe,

Thank you for taking the time to meet us and discuss the position of (job title).

We were very pleased to get to know you better and think you would be a good fit for our company. As a next step, therefore, we would like to invite you to complete an assignment simulating the professional tasks you would need to perform in this role and which allows you to highlight your skills.

If you also believe that you would fit in well at our company, please let us know promptly and we will send you detailed instructions for the assignment.

Sincerely,
[Your name]

[Signature]

That could be of interest to you

Google for Jobs arrived in Germany and Switzerland Prescreen Whitepaper Google for Jobs
Google for Jobs arrived in Germany and Switzerland

Recruiters keep asking themselves about Google for Jobs – what effect does the function have, for example, on searches for candidates? We have summarized the most important information for ...

Diversity in Recruiting Prescreen Diversität
Diversity in Recruiting

Nowadays, recruiting and diversity management are inextricably linked. The company ultimately decides which candidate is best suited to a vacancy during the application process. This step is crucial to ...

HR Controlling in 2019 Prescreen HR-Controlling
HR Controlling in 2019

Nowadays, controlling is also an integral part of the recruiting process, in line with the motto “Trust is good, controlling is better.” Therefore, you need particular KPIs (key performance ...

5 steps to finding the right applicant tracking software Prescreen Bewerbermanagement Software
5 steps to finding the right applicant tracking software

Every company needs to find the right employees to be successful. However, setbacks and problems often occur during the recruiting process, slowing it down or making it difficult to ...

Goodbye talent shortage, hello active recruiting! Prescreen Active Recruiting Lösung
Goodbye talent shortage, hello active recruiting!

The prevalent lack of talented specialists poses challenges for recruiters on a daily basis. It makes it even more difficult to find the right person for the job. Things ...

GDPR and recruiting: the rights and obligations of recruiters and applicants Prescreen DSGVO Recruiting
GDPR and recruiting: the rights and obligations of recruiters and applicants

The new EU general data protection regulation (abbreviated “GDPR”) is approaching rapidly. For most, if not all, companies, this means changes need to be made to their way of ...

The problem with job portals Prescreen Jobbörsen
The problem with job portals

You might well think that the number is overwhelming, but in truth, the jungle of job portals in German-speaking countries is not yet all that complex. However, recruiters are ...

Fair Recruiting Prescreen Faires Recruiting
Fair Recruiting

There are many different sides to fair HR work. When choosing to hire new employees, the requirements differ in every culture, industry and company. Many factors dictate whether you ...

FREE & NON-BINDING

Get in contact with our e-recruiting specialists now!

I hereby subscribe to the Prescreen newsletter and agree to receive news from the Prescreen HR magazine, event invitations and information about Prescreen's services and products. I have read and understood the privacy policy. My consent can be revoked at any time.