Candidate Rejection Letter

{{company_name}}

{{company_address}}

Phone: {{phone}} | Email: {{email}} | Web: {{website}}

{{current_date}}

To

{{employee_name}}

{{job_title}}

{{department}}

Employee ID: {{employee_id}}

Re: Candidate Rejection Letter

This letter serves as formal candidate rejection letter from {{company_name}}.

Dear {{employee_name}},

Following due consideration and in accordance with your terms of employment and the policies of {{company_name}}, we are writing to confirm the matter set out in this candidate rejection letter.

The details, effective date, and any conditions attached to this communication are recorded below for the avoidance of doubt and for your personal records.

Details

Should you require any clarification, please contact Human Resources within seven (7) working days of receipt of this letter.

We thank you for your continued contribution to {{company_name}} and ask that you sign and return the acknowledgement below to confirm receipt.

Yours sincerely,

{{manager_name}}

{{manager_title}}

{{company_name}}

Acknowledgement & Signatures

By signing below, both parties confirm they have read, understood, and agreed to the terms of this document.

Objective

Provide {{company_name}} hiring managers and HR partners with a consistent, fair, and legally defensible framework for the activities described in this guide.

Before You Begin

Competency Framework

Scoring Rubric

Structured Interview Plan

1. Introduction and role context (5 min).
2. Behavioural questions mapped to each competency (25 min).
3. Role-specific exercise or technical deep-dive (20 min).
4. Candidate questions and next-step expectations (10 min).

Post-Interview Calibration

• Each panelist submits independent written scores before debrief to reduce anchoring bias.
• Discrepancies greater than one full point trigger structured discussion with cited evidence.
• Final recommendation is documented with the decision rationale and stored in the ATS.

Document Control