Rejection mail or rejection call

# Rejection Mail or Rejection Call: What’s the Best Way to Deliver Bad News?

Rejection is an inevitable part of the recruiting process. Whether you’re a candidate on the job hunt or a recruiter sifting through applications, the sting of rejection is something we’ve all experienced. I still remember my very first interview — the excitement leading up to it, the preparation I put in, and then the crushing disappointment when I received that rejection email. It certainly wasn’t a pleasant feeling, and I’m sure many of you can relate.

## The Great Debate: Email vs. Phone Call

Recently, I stumbled upon an interesting poll that revealed how candidates prefer to receive rejection notifications. According to the results:

- **57% of candidates prefer a rejection email**
- **43% of candidates prefer a rejection phone call**

This data raises an important question: What method of communication is more suitable for delivering the bad news? Does it even make a difference to candidates, or is it simply a matter of personal preference?

### The Case for Rejection Emails

For a significant majority of candidates, rejection emails seem to be the more favorable option. Here are a few reasons why:

1. **Time to Process**: Receiving bad news via email allows candidates the time to process their emotions without the immediate pressure of a voice on the other end of the line. They can take a moment to gather their thoughts before responding, if they choose to.

2. **Documentation**: An email serves as a written record of the rejection. Candidates can refer back to it later, which can be helpful for reflecting on their job search journey.

3. **Scalability for Recruiters**: In a world where recruiters handle multiple applications, emails provide a more scalable solution to communicate decisions. It allows recruiters to manage their time effectively while still providing feedback.

### The Case for Rejection Phone Calls

On the flip side, there’s a substantial portion of candidates who prefer receiving rejection calls. Here’s why some individuals might lean towards this option:

1. **Personal Touch**: A phone call can convey a sense of empathy and personal connection. It shows that the recruiter values the candidate’s effort and time spent during the interview process.

2. **Immediate Feedback**: Candidates can ask questions right away and gain insights into what went wrong or how they can improve in the future. This real-time interaction can be incredibly valuable for their personal and professional development.

3. **Appropriateness by Stage**: The context of the interview can dictate the appropriateness of a rejection call. For candidates who have invested significant time and effort in the process, such as those who reach final rounds or have multiple interviews, a call may be more suitable.

### Finding the Balance

So, what’s the best approach? Ultimately, it may depend on the specific circumstances and the company culture. Some organizations may prefer to maintain a more formal communication style, while others may prioritize a personal touch.

As one insightful comment from the poll noted, “Rejection call isn't scalable but makes sense depending on what stage of the interview the candidate got to.” This highlights the need for recruiters to assess the context of each situation and decide the best way to communicate with candidates based on their unique experiences.

### Conclusion

While rejection is never easy to deliver or receive, the method of communication can significantly impact how the news is perceived. Whether through an email or a phone call, the key is to communicate with kindness and respect. Candidates appreciate transparency and constructive feedback, regardless of the medium. 

What are your thoughts? Do you prefer rejection emails or phone calls? Share your experiences in the comments below!

[Source](https://www.linkedin.com/company/recruitcrm/?utm_source=reddit&utm_medium=reddit+syndication&utm_campaign=organic+syndication)