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Internal Candidate Rejection

Internal Candidate Rejection Template for Switzerland

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Key Requirements PROMPT example:

Internal Candidate Rejection

"I need an Internal Candidate Rejection letter for our Swiss pharmaceutical company to inform a senior researcher who applied for a department head position, ensuring we maintain a good relationship as they're a valuable team member and including specific development path suggestions."

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Document background
The Internal Candidate Rejection letter is a crucial document used when an organization needs to formally communicate a negative hiring decision to an existing employee who applied for another position within the company. This document, designed for use in Switzerland, must carefully balance legal compliance with employee relations, adhering to Swiss employment law including the Code of Obligations and FADP. The Internal Candidate Rejection letter should be used whenever an internal candidate is not selected for a position they applied for, providing clear, constructive feedback while maintaining professional relationships and encouraging future internal applications. It typically includes appreciation for the candidate's interest, specific feedback (if company policy allows), and information about future opportunities or development paths.
Suggested Sections

1. Letter Header: Company letterhead, date, and internal reference number

2. Addressee Details: Employee's full name, current position, and department

3. Position Reference: Clear reference to the position applied for and when the application/interview took place

4. Appreciation Statement: Thank the candidate for their interest and time invested in the application process

5. Decision Communication: Clear but diplomatic communication of the rejection decision

6. Brief Explanation: High-level, objective reason for the decision without going into specific details that could create legal exposure

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

8. Closing: Professional closing with contact information for any questions

Optional Sections

1. Specific Feedback: If company policy allows, include constructive feedback about the candidate's strengths and areas for development. Only include if this is standard practice for all candidates

2. Development Resources: Information about internal training or development opportunities that might help the candidate qualify for similar positions in the future

3. Alternative Positions: If applicable, mention other current openings that might match the candidate's profile

4. Interview Feedback Storage: Information about how long their interview feedback will be stored, in compliance with FADP

Suggested Schedules

1. Internal Career Development Resources: Optional attachment listing available training programs and career development resources

2. Data Protection Notice: Optional attachment detailing how the candidate's application and interview data will be processed and stored

3. Current Internal Openings: Optional attachment with a list of other current internal positions that might be relevant

Authors

Alex Denne

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

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Banking & Financial Services

Insurance

Manufacturing

Technology

Healthcare

Pharmaceuticals

Professional Services

Retail

Telecommunications

Energy

Construction

Education

Non-Profit

Government

Hospitality

Relevant Teams

Human Resources

Recruitment

Talent Acquisition

Personnel Management

Employee Relations

Legal

Compliance

Learning & Development

Relevant Roles

HR Manager

Recruitment Specialist

HR Business Partner

Talent Acquisition Manager

HR Director

Department Manager

Line Manager

Team Leader

HR Administrator

Hiring Manager

Personnel Officer

HR Coordinator

Employee Relations Manager

Industries
Swiss Code of Obligations (CO), Article 328: Employer's duty of care and protection of employee's personality rights, which includes treating internal candidates with respect and dignity during the recruitment process
Federal Act on Data Protection (FADP): Regulates how personal information and application data must be handled, stored, and protected during and after the recruitment process
Federal Act on Gender Equality (GEA): Ensures non-discrimination based on gender in internal recruitment processes and requires equal treatment in career advancement opportunities
Swiss Code of Obligations (CO), Article 336: Protection against unfair dismissal principles which can be relevant if the rejection could impact the employee's current position or future internal opportunities
Swiss Constitution Article 8: General principle of equality and non-discrimination that must be respected in internal hiring decisions
Federal Act on Employment in Trade and Industry (Employment Act): General provisions regarding working conditions and employee rights that may affect internal mobility and career development opportunities
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,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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