The Hiring Rejection Letter is a crucial document in the Philippine employment context, used when an organization needs to formally communicate a negative hiring decision to job applicants. This document must comply with Philippine labor laws, including the Labor Code, Anti-Discrimination laws, and the Data Privacy Act of 2012. The letter serves multiple purposes: it provides closure to candidates, maintains professional relationships, protects the company legally, and documents the recruitment process. A well-crafted rejection letter should be clear yet tactful, avoid discriminatory language, and optionally include constructive feedback or information about future opportunities. In the Philippine business environment, where professional relationships and courtesy are highly valued, the tone and content of the rejection letter can significantly impact the company's reputation and employer brand.
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Key Requirements PROMPT example:
Hiring Rejection Letter
"I need a Hiring Rejection Letter template for our Manila-based tech company that lets candidates know they weren't selected but keeps the door open for future opportunities, as we're planning to expand our development team in March 2025."
1. Opening and Recipient Information: Formal business letter header including date, recipient's name and contact information
2. Appreciation Statement: Thank the candidate for their time and interest in the position
3. Decision Communication: Clear but polite statement indicating that the candidate was not selected for the position
4. Brief Explanation: General, non-specific reason for the decision (e.g., other candidates better matched current requirements)
5. Positive Note: Recognition of the candidate's qualifications and professional courtesy
6. Closing: Professional closing statement and signature block with company representative's details
1. Future Opportunities: Include when the candidate showed promise and the company wants to maintain a relationship for future positions
2. Feedback Offer: Include when company policy allows sharing specific feedback about the candidate's application or interview
3. Application Retention Notice: Include when the company wishes to keep the candidate's information on file for future opportunities, ensuring compliance with Data Privacy Act
4. Interview Feedback Request: Include when the company has a formal candidate experience program and seeks feedback about the recruitment process
1. Privacy Notice: Optional attachment explaining how the candidate's personal data will be handled in accordance with the Data Privacy Act
2. Company Contact Information: Optional attachment with detailed contact information for the HR department or recruitment team
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Healthcare
Education
Retail
Professional Services
Construction
Telecommunications
Business Process Outsourcing
Real Estate
Hospitality
Mining
Agriculture
Transportation and Logistics
Relevant Teams
Human Resources
Recruitment
Talent Acquisition
People Operations
Personnel Management
HR Operations
HR Administration
Legal
Compliance
Relevant Roles
HR Manager
Recruitment Specialist
HR Director
Talent Acquisition Manager
HR Business Partner
HR Administrator
Hiring Manager
Department Manager
HR Operations Manager
Chief Human Resources Officer
Recruitment Coordinator
HR Compliance Officer
HR Executive
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