Ms Mamokolo Sethosa

As a HIRING Manager if you REJECT a candidate. These are the 3 things I would do to not hurt their chances of getting another JOB:

1. Tell the recruiter all the strong points I saw in the candidate.
2. Provide the candidate with feedback on how they can improve.
3. Recommend them to my network for any suitable vacancies.

Job searching can emotionally and mentally draining. Put yourself in the candidates' shoes. We all at one point were jobseekers, and it doesn't take much for anyone of us to be a jobseeker again. A little empathy and respect goes a long way. Let's make the recruiting process more humane.

HR: What's your salary expectation?“
Candidate: R18,000 to R20,000 a month.

HR: You are the best-fit for the role but we can only offer R15,000.

Candidate: Okay. R15,000 would be fine.

HR: How soon can you start?

Meanwhile the budget for that particular role is R30,000 HR feels like they did a great job in salary negotiation and management will be happy they cut cost for the organisation.

The new employee starts and notices the pay disparity. Guess what happens? Dissatisfaction. Disengagement. Disloyalty.

Two months later, the employee leaves the organization for a better job. The recruitment process starts all over again. Leading to further costs and performance gaps within the team and organisation.

In order to attract and retain top talent, please pay people what they are worth.

Lessons learned:
1.You can be the best candidate and still not get selected.
2. If you didn't get the job, it was never meant for you.
3.You weren't rejected, you were redirected.
4. Your value does not decrease based upon someone's inability to see your worth.
5. Believe in yourself and keep trying, the right door will open for you.

Good people don't quit jobs. They quit:

• Low pay
• Bad leadership
• Toxic workplaces
• Micro-management
• No work-life balance

It’s okay to leave jobs that no longer serve you