Recruiting new employees is a large task that falls, for the most part, on the practice owner or office manager. Building tools to help you with the hiring process is a proactive strategy to make recruiting efforts easier and more efficient. One step in the interview process is informing candidates who did not make the cut.

WHY INFORM?

Rejection is never easy, from either side — the person handing down the rejection to the person receiving the rejection — but doing it in a timely fashion and professionally can lessen the disappointment and potentially continue the relationship between applicant and business — for example, if the applicant is a patient or, perhaps, if the applicant would consider applying again in the future.

WHO SHOULD HEAR BACK?

If an applicant has taken the time to do an email, phone or in-person interview, she deserves some notification that the position has been filled by another candidate. This gives the applicant closure on this job opportunity and the notice to move on to other postings.

A personal email from the interviewer is in order. (See the sample email template, above, which you may use to let the job seeker know he has not been selected.)

FINAL TIPS

Keep it brief, considerate and to the point. There is no need to go into additional details. Send the email as soon as you have an accepted offer from the chosen employee. OM

MS. CHAREST is the co-founder of 4ECPs, a practice management resource company for eye care professionals. 4ECPs has six divisions, including eye care jobs, marketing, social media, payments, events and training. Visit www.4ecps.com , or email trudi@4ecps.com.