How to Create Candidate Rejection Types in Horilla HRMS

Recruitment is a dynamic process that involves evaluating candidates based on various criteria. However, not all candidates progress through the hiring stages, making it essential for recruiters to document reasons for rejection. Horilla HRMS provides a structured way to manage candidate rejection reasons, ensuring consistency and transparency in hiring decisions.

This guide will walk you through the steps to create and manage candidate rejection types in Horilla efficiently.

Why Use Candidate Reject Reasons?

Incorporating standardized rejection reasons into your recruitment process has several benefits:

• Clarity and Consistency – Recruiters can use predefined reasons instead of manually entering rejection explanations, ensuring uniformity across the hiring process.

• Improved Candidate Experience – Communicating clear rejection reasons helps candidates understand areas for improvement.

• Data-Driven Decisions – Tracking rejection trends can provide valuable insights into hiring challenges, skill gaps, and market conditions, helping HR teams refine recruitment strategies.

• Compliance and Documentation – Maintaining a record of rejection reasons ensures transparency and can be useful for audits, legal compliance, and internal policy enforcement.

Now, let’s explore how to set up candidate rejection reasons in Horilla HRMS.

How to Access the Candidate Reject Settings Menu

To define candidate rejection types in Horilla HRMS, follow these steps:

1. Log in to your Horilla HRMS dashboard.
2. Navigate to Settings from the top navigation bar (Marked as 1).
3. Scroll down to the Recruitment section (Marked as 2).
4. Click on Candidate Reject Reason (Marked as 3).

This section displays all existing rejection reasons, allowing you to modify (Marked as 2), delete (Marked as 3), or add new ones based on your requirements (Marked as 1).

Steps to Create a Candidate Rejection Reason

1. Click on the “Create” Button

Once inside the Candidate Reject Reason module, locate the + Create button at the top right corner and click it. This action opens a new form where you can define a new rejection reason.

2. Fill in the Required Details

The form consists of the following fields:

• Title (Mandatory): Enter a short, descriptive rejection reason (e.g., Salary Expectations Not Met or Lack of Required Skills).
• Description (Optional): Provide additional context explaining the rejection reason (e.g., the candidate’s expected salary was beyond the allocated budget).
• Company: If you manage multiple companies within Horilla, select the relevant one from the dropdown.

3. Save the Rejection Reason

After filling out the required details, click Save to store the rejection type. It will now appear in the list and can be used during the candidate evaluation process.

Managing Candidate Rejection Reasons

Horilla allows you to edit or delete rejection reasons as needed:

Editing an Existing Reason: Click the edit icon next to a rejection type, update the details, and save the changes.

Deleting a Rejection Reason: Click the trash icon to remove an existing rejection reason. Ensure the reason is not actively linked to any candidate before deletion.

Best Practices for Using Candidate Reject Reasons

To optimize the recruitment process, consider the following best practices:

Use Clear and Concise Titles: Avoid vague rejection reasons like Not Suitable. Instead, use specific phrases like Insufficient Technical Experience.

Ensure Fairness and Compliance: Always provide objective rejection reasons that align with HR policies and legal requirements.

Conclusion

Creating structured Candidate Reject Reasons in Horilla HRMS enhances the efficiency and professionalism of your recruitment process. By maintaining a well-documented list of rejection reasons, organizations can improve hiring decisions, ensure compliance, and provide constructive feedback to candidates.

Additionally, a well-structured rejection reason system helps in filtering candidates efficiently and enhances reporting capabilities. Recruiters can analyze trends and refine hiring strategies based on these insights. It ensures that HR teams can make informed decisions while maintaining a fair and transparent selection process.