Recruiting: Was your application rejected? You should be suspicious of these types of rejections

Standard rejection letters after a job interview damage the employer brand. Recruiter Marcel Rütten criticizes ghosting and vague phrases in Der Spiegel. He calls for more transparency and appreciative feedback for professionals that goes beyond the legal minimum standards of the AGG (General Act on Equal Treatment).

Recruiting: Was your application rejected? You should be wary of these types of rejections

After elaborate application processes and intensive job interviews, many procedures end for candidates with a standardized rejection or no feedback at all. Experienced recruiter Marcel Rütten criticizes this practice as deficient and calls for a departure from impersonal phrases. Especially after personal interviews, a mere two-liner or so-called ghosting—the complete absence of a reaction—is a sign of a lack of professionalism on the part of the companies. Since qualified specialists and graduates of management programs such as the MBA often invest considerable time in the selection process, the demand for transparent and appreciative communication in recruiting is increasing.

The quality of the feedback process is now considered a decisive feature of the employer brand. Rütten points out that a fair rejection should go significantly beyond legally protected standard formulations. While many HR departments provide only vague reasons for fear of lawsuits under the General Act on Equal Treatment (AGG), a lack of concrete feedback is counterproductive for the professional development of applicants. Ideally, a professional rejection should make the reason for the decision understandable without creating legal pitfalls. This particularly concerns the fit of the profile compared to the requirements of the specific position.

Requirements for communication in the upper management segment

Especially for MBA graduates applying for leadership positions or specialized professional roles, the nature of the rejection is an important indicator of corporate culture. If highly qualified academics are rejected after several rounds of interviews without individual feedback, this indicates inefficient HR processes or a low level of appreciation for potential employees. Experts emphasize that, especially in markets with a shortage of skilled workers, the candidate experience—the applicant's experience throughout the entire process—determines an employer's reputation. Respectful treatment during a rejection can lead to candidates remaining open to future vacancies or remembering the company positively despite the rejection.

The importance of transparency in the selection process