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Internal Candidate Rejection for Hong Kong

Internal Candidate Rejection Template for Hong Kong

A formal communication document used in Hong Kong to inform internal candidates about their unsuccessful application for a different position within the organization. The document adheres to Hong Kong employment law requirements and privacy regulations, particularly the Employment Ordinance and Personal Data (Privacy) Ordinance. It includes constructive feedback, maintains professional relationships, and supports ongoing employee engagement while protecting the organization from potential legal challenges. The document balances the need for clear communication with sensitivity to the continuing employment relationship.

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Internal Candidate Rejection

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What is a Internal Candidate Rejection?

The Internal Candidate Rejection document is essential for organizations operating in Hong Kong that need to formally communicate unsuccessful internal job applications. It serves as an official record of the decision while maintaining compliance with Hong Kong employment laws, including the Employment Ordinance and anti-discrimination legislation. This document is particularly sensitive as it deals with existing employees, requiring careful balance between honest feedback and maintaining employee engagement. The communication should include the decision, constructive feedback, and future development opportunities, while ensuring confidentiality and professional tone. It's crucial for risk management, employee retention, and maintaining positive internal mobility practices.

What sections should be included in a Internal Candidate Rejection?

1. Date and Company Letterhead: Official company letterhead with date of communication

2. Candidate Details: Recipient's name, current position, and internal reference number

3. Position Applied For: Title and reference number of the position the candidate applied for

4. Acknowledgment: Recognition of the candidate's application and participation in the selection process

5. Decision Communication: Clear but considerate statement of the rejection decision

6. Professional Feedback: Brief, constructive feedback about the candidate's performance in the selection process

7. Future Opportunities: Encouragement to apply for future positions and continue professional development

8. Confidentiality Reminder: Reminder about maintaining confidentiality regarding the selection process

9. Closing: Professional closing with appropriate signatory details

What sections are optional to include in a Internal Candidate Rejection?

1. Development Suggestions: Specific areas for professional development - include when constructive feedback can help the candidate's career growth

2. Alternative Positions: Suggestions for other current openings that might be suitable - include when there are relevant positions available

3. Appeal Process: Information about internal appeal procedures - include when company policy allows for formal appeals

4. Return to Role: Transition arrangements back to current role - include when candidate was seconded or acting in another position during the application process

What schedules should be included in a Internal Candidate Rejection?

1. Interview Feedback Summary: Brief overview of key feedback points from the interview process

2. Development Plan Template: Optional template for creating a professional development plan

3. Current Vacancies List: List of other positions currently open within the organization

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok成人版 | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Hong Kong

Cost

Free to use
Relevant legal definitions













Clauses














Relevant Industries

Banking & Finance

Technology

Manufacturing

Professional Services

Retail

Healthcare

Education

Construction

Telecommunications

Insurance

Real Estate

Hospitality

Relevant Teams

Human Resources

Recruitment

Talent Acquisition

Employee Relations

Legal

Senior Management

Relevant Roles

HR Manager

HR Director

Hiring Manager

Recruitment Specialist

HR Business Partner

Talent Acquisition Manager

Department Director

Chief Human Resources Officer

HR Operations Manager

Employee Relations Manager

Industries






Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks, 聽Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination, 聽Severance Pay, Governing Law, Entire Agreemen

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