????經(jīng)過數(shù)周的申請(qǐng)、面試和等待，當(dāng)申請(qǐng)人收到一紙蒼白空洞的拒絕函時(shí)，結(jié)果會(huì)怎樣？

????如果完全不給他們?nèi)魏畏答?，不解釋為什么他們不夠格，這些一腔熱情的求職者未來可能還是很難找到工作。但是，由于法律禁止歧視求職者，招聘者常常三緘其口。這也是密歇根招聘公司Qualigence的創(chuàng)始人兼CEO史蒂夫?魯伊茲從應(yīng)聘者那里聽到最多的抱怨。雖然大多數(shù)應(yīng)聘者都愿意接受一些坦誠但卻富有建設(shè)性的批評(píng)，但一家旨在改善招聘行為的非營利組織Talent Board最近進(jìn)行的一項(xiàng)研究顯示，超過2,000名受訪者中只有4.4%的人收到過招聘經(jīng)理和招聘人員的具體反饋。

????魯伊茲表示，沉默不一定是因?yàn)閾?dān)心吃官司。很多時(shí)候是因?yàn)閼卸?。許多公司使用內(nèi)部招聘系統(tǒng)的標(biāo)準(zhǔn)模板來發(fā)送回絕信。

????但保持沉默也可能導(dǎo)致招聘公司錯(cuò)失機(jī)會(huì)。開誠布公的溝通有助于建立和維護(hù)與求職者的關(guān)系，不排除有些求職者可能會(huì)在將來被錄用。即便他們永遠(yuǎn)不會(huì)成為公司員工，求職者也會(huì)記得那位曾經(jīng)花了些時(shí)間提供幫助的經(jīng)理。被拒的求職者也可能會(huì)推薦其它合格候選人，或者成為一位忠實(shí)的客戶。

????雖然律師不建議為被拒求職者提供招聘反饋，但律師事務(wù)所合伙人約瑟夫?哈瑞斯表示，如果你打算提供反饋，就應(yīng)該圍繞招聘職位的主要職能及核心要求來進(jìn)行。這樣做或許能幫助求職者在未來的申請(qǐng)和面試中更好地表現(xiàn)自己。

????當(dāng)然，有些事絕不能提。氣場(chǎng)不足，與面試者不投緣，或者面試者的父母應(yīng)該已經(jīng)提前扼殺在萌芽狀態(tài)的其他不當(dāng)行為都應(yīng)該絕口不提。

????明尼阿波利斯Nilan Johnson Lewis的就業(yè)律師馬克?吉拉德表示，應(yīng)該避免對(duì)求職者的著裝或外貌品頭論足。對(duì)于求職者發(fā)型或服裝選擇的無心點(diǎn)評(píng)可能會(huì)遭到誤解，將求職者劃入一個(gè)受保護(hù)的弱勢(shì)群體。

????What's an applicant to do when, after weeks of applying, interviewing, and waiting, he receives a flimsy boilerplate rejection letter?

????Without the help of feedback explaining why they didn't rate, future positions may prove elusive for such eager applicants. Yet, because of laws that protect applicants from discrimination, employers' tongues are tied. It's the No. 1 complaint Steve Lowisz hears from candidates as founder and CEO of Michigan-based recruitment firm Qualigence. Though most applicants would appreciate some candid and constructive criticism, a recent study by the Talent Board, a nonprofit that works to improve recruiting practices, indicates that only 4.4% of more than 2,000 participants received specific feedback from hiring managers and recruiters.

????Radio silence doesn't only have to do with lawsuit worries, Lowisz says. It has plenty do with laziness. Many companies rely on standard jargon generated by their applicant tracking system for the so-called Dear John letter.

????Staying mum could also lead to a missed opportunity for the hiring company. Open communication can help build and maintain relationships with candidates who could be recruited in the future. Even if they never become part of the staff, applicants will remember the manager who took the time to do a bit more to help. A rejected applicant might even refer other qualified candidates or become a loyal customer.

????Although giving feedback to rejected job applicants is not a practice employment lawyers would recommend, Joseph Harris, a partner at law firm White Harris says if you are going to do it, focus on the essential functions of the job and its core requirements. This could help candidates with future applications and interviews.

????There are, of course, some things that shouldn't be mentioned at all. Lack of charisma or chemistry with the interviewing team, as well as other unsavory behaviors that the applicant's parents should have nipped in the bud shouldn't be brought up.

????Avoid comments about a candidate's dress or appearance, says Mark Girouard, an employment attorney at Nilan Johnson Lewis in Minneapolis. What might seem like an innocent comment about a hairstyle or outfit choice could be misperceived as a reference to the applicant's membership in a protected class.