Following up with candidates post interview is vital to keeping recruitment smooth. It says a lot about your company. Graduates prefer organisations that are candidate friendly. Looking at the big picture will help you figure out the best way to follow up with candidates. Here are some things to keep in mind while writing your message to increase your chances of getting a response at each stage.

Make Your Message Unique!
Form letters aren't liked by candidates. They don't give the job seeker much information that they can use to improve their performance in the future. An automated message that includes the candidate's name and address will suffice for early-stage candidates.
Individually follow up with candidates who were invited for interviews but ultimately were not selected for the position.

You Should Mention Them by Name
Make sure you always address people by name. Make sure you spell their name accurately at all times. Mistakes in names make a candidate feel disregarded. If you're not familiar with the name, this is a crucial step. Before you start typing, compare it to their application or resume.

Avoid Lengthy Paragraphs
The best emails get right to the point. Don't add too much unnecessary detail. You shouldn't, for instance, copy and paste the full position description without first discussing some of the specifics with the person you're speaking with.
Get to the point quickly and make sure the information is straightforward, regardless of the nature of the communication.

Standardise Your Responses
Maintain uniformity in your messaging. This implies it must maintain the same voice and personality as the rest of your interactions. Also, candidates can easily misinterpret your responses if you don't stick to a consistent pattern.

Compile Information
Providing data is also useful. If one of the best applicants still wasn't chosen, for instance, you should explain how many people were in the running and the criteria you used to make your final decision.

Stay Connected
It's okay to keep talking if the candidate has further questions. While it may seem like a significant diversion from your other responsibilities, it is well worth the time investment.
Employer branding will benefit from such interest.

Dish out some kudos
You should probably tell the applicant why they didn't make the cut, but that shouldn't be your entire focus. Go back on the good things that came out of the interview and make sure they understand their strengths as well.

Volunteer Your Time and Talents
Make an effort to give them more useful information that will affect their future. To this purpose, you could, for instance, introduce them to a different firm or suggest that they speak with a recruiter about available positions.

You Should Let Them Help You
You can also give them a chance to help you out while keeping things amicable with you. It's always beneficial to maintain connections with people since you never know who could be able to aid your business in some way. And remember to maintain in touch with previous applicants, particularly those who advanced to the last round of interviews. Considering them for future openings is a great way to save time and money on the hiring process.

Although it is important to add a personal touch to follow-up, some of the process can be streamlined through automation.
More people will hear about your job openings and possibly apply if you have a system in place that facilitates easy and rapid follow-up.