如何回复求职落选的人？

    面试者可能预计，被拒求职者会提出“如果我当时做些什么改变，就会得到这个职位？”这样的问题。向被拒求职者强调，你不是来辩论的，只不过是有一些时间来提点建议。让求职者知道他们哪里做得好，在下次面试中可以发挥自己的优势。

    哈瑞斯解释说，电话提供建议可能会有风险，因为被拒求职者可能会问一些招聘者没有准备好的问题。如果必须使用电话，他建议，应该确保招聘方有另一位员工在线，作为见证。

    例如，纽约市的一位招聘者在一次非正式电话中告诉一位求职者，他们被拒是因为过去六个月没有工作，招聘者希望能聘用那些拥有最新和持续经验的人。哈瑞斯说：“虽然这样的反馈可能听起来有一定道理，但截至2013年6月11日，在纽约市歧视失业者是非法的，这位招聘者的说法可能招来官司。”

    另一种有益的方式是问问求职者，他们认为自己在面试中哪里做得好，或者展现了自己哪些与职位相符的地方。这为他们提供了一个解决问题的机会，让招聘经理能更好地感受求职者的自我认识程度。如果求职者决定再次申请该公司的职位，这样做会更有价值。

    但即便出发点再好，效果可能也很糟。管理和HR顾问阿巴汗•帕纲嘉最近读到了一家科技大公司招聘团队发出的一份信件，信中提供了一些学习参考书，以便被拒求职者在再次申请前可以提升自己的技术面试技巧。“邮件最后列出了一份清单，列出了20本书，涵盖了3个领域，”帕纲嘉解释道。他说：“抛出一份20本书的清单很难说真能帮求职者提高个人技能。”

    还不如向求职者发送一篇精选文章链接，暗示求职者需要改进的关键领域，既能躲过律师找麻烦，求职者也会感激惠存。（财富中文网）

    哈里森•莫纳斯是专业演讲培训学校GuruMaker的创始人。他也是《自信的演讲者》和《高管的存在感》的作者。

    Empathic interviewers might anticipate questions from rejected applicants such as, "What could I have done differently that would have gotten me the job?" Emphasize to the rejected candidate that you can't get into a debate, but that you have time to offer one piece of advice. Let the person know what they did well, so they can make use of that strength during their next interview.

    Phone calls offering advice can be risky, as the rejected applicant is likely to ask questions the employer may not be prepared to answer, Harris explains. If you must use the phone, he advises making sure there is another representative of the employer on the line to be a witness.

    For instance, one employer in New York City told an applicant in a casual phone call that they were rejected because they hadn't been working for the past six months and the employer wanted to hire someone with more recent and ongoing experience. "Though this may sound like reasonable feedback, as of June 11, 2013, discrimination against the unemployed is illegal in New York City, and the employer's comment may be actionable," says Harris.

    Another way to help would be to ask a candidate where they believed they might have done better in the interview, or demonstrated more compatibility with the position. This offers them a chance to work through problem areas while giving the hiring manager a better sense of the candidate's self-awareness. This could be valuable in more ways than one, if the person decides to reapply for a job at the company.

    Even the best intentions can lead to disaster, though. Management and HR consultant Abhay Padgaonkar recently saw a letter sent by the hiring team at a large technology firm that offered educational references so the rejected candidate could sharpen their technical interviewing skills before applying again. "At the end of the email was a listing of 20 different books in three different areas," Padgaonkar explains. "Dumping a list of 20 books for self-improvement is hardly helpful," he contends.

    Then again, sending someone a thoughtfully chosen link to an article on a concept that hints at the key areas a candidate needs to work on might be the wink that gets past the lawyers and into a grateful applicant's interview toolbox.

    Harrison Monarth is the founder of GuruMaker -- School of Professional Speaking. He's also the author of The Confident Speaker and Executive Presence.