The Rejection Letter For Job Offer is a crucial document in the Indonesian recruitment process, used when an organization needs to formally communicate a negative hiring decision to a job candidate. This document must be drafted in accordance with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and related regulations, ensuring non-discriminatory practices and professional communication standards. The letter serves multiple purposes: it provides clear closure to the candidate, maintains professional relationships, protects the company legally, and documents the recruitment decision. It's typically issued after the completion of the interview process or candidate evaluation, and should be sent in a timely manner to maintain professional courtesy.
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1. Letterhead and Date: Company's official letterhead including name, address, and contact information, followed by the current date
2. Recipient Details: Candidate's full name and contact information
3. Greeting: Professional salutation addressing the candidate by name
4. Appreciation: Thank the candidate for their time and interest in the position
5. Decision Statement: Clear and direct communication of the rejection decision
6. Brief Explanation: A general, non-specific reason for the decision that doesn't create legal liability
7. Professional Closing: Courteous closing with good wishes for their future endeavors
8. Signature Block: Formal signature section with sender's name, title, and company
1. Alternative Positions: Include when there are other suitable positions available within the company that the candidate might be qualified for
2. Future Opportunities: Include when you want to keep the candidate in your talent pool for future positions
3. Feedback Overview: Include when company policy allows sharing general feedback and it's appropriate to do so
4. Interview Appreciation: Include when the candidate went through interviews to specifically acknowledge their time in the interview process
1. Company Privacy Notice: Optional attachment explaining how the candidate's personal data will be retained or deleted as per company policy
2. Candidate Feedback Form: Optional attachment if the company has a formal process for collecting candidate feedback about the recruitment process
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Healthcare
Education
Retail
Professional Services
Construction
Hospitality
Mining
Agriculture
Transportation
Telecommunications
Energy
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Relevant Teams
Human Resources
Recruitment
Talent Acquisition
People Operations
Personnel Management
HR Operations
Workforce Management
Employee Relations
Human Capital
Relevant Roles
Human Resources Manager
Recruitment Specialist
HR Director
Talent Acquisition Manager
HR Business Partner
Hiring Manager
Department Head
HR Coordinator
HR Administrator
Recruitment Coordinator
HR Operations Manager
Chief Human Resources Officer
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