Berks & Beyond Blog

These days, with a greater number of candidates vying for the same openings in your company, you may find yourself having to say “No” more often.  Needless to say, writing rejection letters can be an unpleasant and stressful part of the hiring process.

But even when you can’t offer a job applicant the position, you can still end the interview process on a positive note.  Here are some quick tips for writing candidate rejection letters in a constructive way, to build good will with candidates and position your company as an employer of choice:

• Send out the rejection letter promptly.  If you’re certain you will not be hiring the individual, let him know that he was not selected as soon as possible.  Even when the news is bad, your timely follow-up will convey a high level of professionalism.
• Always use formal company letterhead for a rejection letter and never handwrite it.
• Address your candidate by name.  Further customize the letter with the position for which he applied, as well as a supportive comment about the applicant’s qualifications, experience or enthusiasm.  Although a rejection letter is basically a form letter, your candidate shouldn’t feel as though it is.
• Be direct, but gracious.  Make it clear that there were other candidates more qualified for the job, but do so in a respectful way.
• When appropriate, encourage further action.  If the candidate is a good culture fit, and may be qualified for other openings with your company, say so.  Encourage him to stay in touch and apply again.
• Always end on a positive note.  Thank the candidate for applying and interviewing.  Wish him good luck in his career development.  Remember, this may be the final impression this individual has of your company – make sure it’s a favorable one.
• Close the letter formally with “Sincerely,” or “Best wishes,” and sign your name.

Don’t want to write rejection letters? 

Call Berks & Beyond, a leading Central and Southern PA staffing firm, with your direct placement needs.  We’ll handle every step of the process – from recruiting to testing and initial interviews - and only present you with the most qualified candidates.  If you decide not to hire an individual we refer, just let us know and we’ll take care of the rest.

You’ve just won a three-month contract with a major new client – congratulations!  Now, you need to figure out how to get the extra work done. 

Should you pay your current employees overtime, or bring in temporary help?  Consider the following sample cost analysis.  It is based on an annual salary of $40,000 ($20.51/hr.), vs. time-and-one-half overtime, for one employee:

Cost Analysis

Although this is just a sample exercise for illustration purposes, it clearly demonstrates the economic rationale for using temporary employees.  When you need additional productive hours on a temporary basis, staffing services can lower costs, reduce burnout and improve the productivity of your direct staff.

Berks & Beyond - The Lehigh Valley’s Staffing Economics Experts

Need help assessing the cost of a staffing strategy?  Contact Berks & Beyond.  Our experts will work with you to determine the most productive and cost-effective way to get your work done.

Cost Analysis Assumptions

* Temporary staffing rates vary by market, but the relationship (ratio) between pay rates remains the same.

** Fringe benefits include:  holiday pay, sick leave, vacation pay, personal days, insurance, F.I.C.A., S.U.I., F.U.T.A., worker’s compensation, etc., based on a national average of 31%.

*** Based on U.S. Chamber of Commerce national average statistic of 12%, which includes firms that pay no benefits.  For small firms with moderate benefits programs, this cost is typically 40-45% of payroll, and for larger firms with extensive benefits programs, the cost can be up to 100% or more of payroll.

A well-designed wellness program can be just what the doctor ordered.  Implemented properly, a wellness program can:

• increase productivity
• control preventable healthcare costs
• boost morale
• reduce employee stress, ER visits and absenteeism

If you’re looking to institute a wellness program for your company, or want to make your existing wellness program more comprehensive and effective, consider these points before getting started:

1. What are you trying to achieve?  Determine your reason(s) for introducing the wellness initiative before deciding what types of programs to offer.
2. Whom are you targeting?  Make sure the programs you offer appeal to all age groups and fitness levels.
3. What’s your budget?  According to the Wellness Councils of America, wellness programs can cost anywhere from $10 to $125 per employee, depending upon how they are structured.
4. How will you encourage participation?  Consider:  lower premiums or co-pays; cash contributions to health savings and reimbursement accounts; or even a point system where employees can redeem “participation points” for merchandise or money.  Whichever option you choose, keep the incentives positive and never force employees to participate.
5. How will you gauge success?  To determine how your program is doing, you should design and conduct a longitudinal study for tracking metrics such as:  productivity, absenteeism, workers’ compensation claims, ER visits, hospital admissions and health insurance claims.
6. What does your attorney suggest?  Ask your attorney about compliance with HIPAA (the Health Insurance Portability and Accountability Act) and ADA (the Americans with Disabilities Act).
7. How will you publicize the program?  Consider both internal communications to explain programs, benefits and incentives, as well as external PR opportunities to enhance your position in the community and attract potential employees.

What do wellness programs and staffing services have in common?

They both provide great ways to manage benefits expenses, improve employee productivity and morale, and gain a competitive recruiting edge.  Contact Berks & Beyond today to find out more.