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Job Rejection After Interview

Job Rejection After Interview Template for Malaysia

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Key Requirements PROMPT example:

Job Rejection After Interview

"I need a Job Rejection After Interview letter for a senior software developer position at our Kuala Lumpur office, including constructive feedback and an invitation to apply for future positions while maintaining our company's professional tone."

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Document background
The Job Rejection After Interview letter is a crucial business communication document used in the Malaysian employment context when an organization needs to formally inform a candidate that they were not selected for a position following an interview. This document must be drafted in compliance with Malaysian employment legislation, including the Employment Act 1955 and Federal Constitution Article 8, which prohibits discrimination. The letter typically includes appreciation for the candidate's time, a clear but diplomatic rejection statement, and sometimes constructive feedback or encouragement to apply for future positions. It serves as both a professional courtesy and a legal record of the hiring decision, protecting the company from potential legal challenges while maintaining positive relations with candidates.
Suggested Sections

1. Company Letterhead and Date: Official company letterhead with complete contact information and current date

2. Candidate's Contact Information: Full name and address of the candidate

3. Greeting and Position Reference: Professional greeting and reference to the specific position interviewed for

4. Appreciation Statement: Thank the candidate for their time and interest in the position

5. Rejection Notice: Clear but diplomatic statement that the candidate was not selected

6. Professional Closing: Formal sign-off with sender's name and title

Optional Sections

1. Constructive Feedback: Brief, positive feedback about the candidate's interview or qualifications - used when maintaining a relationship with the candidate for future opportunities

2. Alternative Positions: Mention of other suitable positions within the company - used when the candidate shows promise but wasn't right for this specific role

3. Future Opportunities: Encouragement to apply for future positions - used when the candidate made a positive impression

4. Specific Reason: Brief explanation for the decision - used when there's a clear, non-controversial reason such as experience level or specific qualification requirements

5. Networking Retention: Request to keep candidate's information on file - used when building a talent pool for future positions

Suggested Schedules

1. Interview Feedback Form: Optional internal document recording interview assessment and reasons for rejection - not sent to candidate but kept for records

2. Position Requirements Checklist: Internal document comparing candidate qualifications against job requirements - for record-keeping purposes

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

Technology

Manufacturing

Financial Services

Healthcare

Education

Retail

Professional Services

Construction

Hospitality

Energy

Telecommunications

Agriculture

Mining

Transportation

Real Estate

Relevant Teams

Human Resources

Recruitment

Talent Acquisition

People Operations

Personnel Management

Legal

Compliance

Relevant Roles

Human Resources Manager

Hiring Manager

Recruitment Specialist

HR Director

Talent Acquisition Manager

HR Business Partner

Department Manager

Division Head

Chief Human Resources Officer

HR Administrator

Recruitment Coordinator

Industries
Employment Act 1955: The main employment law in Malaysia that sets out basic terms and conditions of employment. While it doesn't directly regulate job rejections, it establishes the framework for fair employment practices.
Federal Constitution Article 8: Guarantees equality and prohibits discrimination on grounds of religion, race, descent, place of birth or gender in employment matters.
Personal Data Protection Act 2010: Regulates the processing of personal data in commercial transactions, including job applications. Ensures proper handling of candidate's personal information.
Industrial Relations Act 1967: Provides framework for employer-employee relations and fair treatment in employment practices, including during recruitment.
Malaysian Code of Practice on the Prevention and Elimination of Sexual Harassment in the Workplace: While not directly related to rejection letters, it's relevant for ensuring the interview and rejection process is free from any form of harassment.
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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