The Internal Candidate Rejection document is a crucial communication tool used when current employees apply for different positions within their organization in Singapore. It requires careful consideration of local employment laws, internal policies, and the sensitive nature of rejecting existing employees. The document must balance maintaining employee morale while providing clear feedback, all while adhering to Singapore's employment legislation and TAFEP guidelines. This document should be used whenever an internal candidate progresses through the application process but is ultimately not selected for the position.
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1. Addressee Details: Full name, position, and department of the internal candidate
2. Position Reference: Clear reference to the position applied for
3. Acknowledgment: Recognition of the candidate's application and interest
4. Rejection Statement: Clear but diplomatic communication of the decision
5. Signature Block: Name and position of the sender
1. Feedback Summary: Brief constructive feedback about the application/interview process - use when there's specific, constructive feedback that could help the candidate's future applications
2. Future Opportunities: Encouragement to apply for future positions - use when the candidate showed potential but wasn't right for this specific role
3. Development Suggestions: Specific areas for professional development - use when there are clear skill gaps that could be addressed
1. Interview Assessment Summary: Summary of interview feedback and evaluation (for internal records only) - for HR documentation purposes
2. Internal Vacancy List: Current open positions within the organization - include when encouraging the candidate to consider other internal opportunities
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