The Rejection Letter For Internal Candidate is a crucial document in Danish workplace communications, designed to handle sensitive internal recruitment outcomes while maintaining professional relationships and legal compliance. It is used when an organization needs to formally communicate a negative hiring decision to an existing employee who applied for another position within the company. The document must comply with Danish employment law, including the Forskelsbehandlingsloven (Anti-Discrimination Act) and Databeskyttelsesloven (Data Protection Act), while preserving employee motivation and engagement. It typically includes the decision, a brief explanation, appreciation of current contribution, and may incorporate development feedback or future opportunities. This document is particularly important in Denmark's collaborative work culture, where internal mobility and employee development are highly valued, and clear, respectful communication is essential.
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Key Requirements PROMPT example:
Rejection Letter For Internal Candidate
I need a Rejection Letter For Internal Candidate for a senior software developer who applied for a technical lead position but lacks sufficient leadership experience; the letter should include constructive feedback and mention potential future opportunities once they've gained more management experience.
1. Date and Internal Reference: Current date and any relevant internal reference numbers for record-keeping
2. Recipient Details: Employee's name, current position, and department
3. Position Applied For: Clear statement of the position that was applied for
4. Acknowledgment: Thank the candidate for their interest and participation in the internal recruitment process
5. Decision Communication: Clear but diplomatic communication of the rejection decision
6. Brief Explanation: High-level, professional explanation of the decision without going into excessive detail
7. Appreciation of Current Contribution: Recognition of the employee's current role and value to the organization
8. Closing: Professional closing statement with appropriate signatory details
1. Specific Feedback: When appropriate and requested, provide constructive feedback about the interview process and areas for development
2. Future Opportunities: When relevant, include information about potential future opportunities or similar positions that might become available
3. Development Suggestions: When helpful and appropriate, include specific suggestions for professional development or training
4. Appeal Process: When required by company policy or union agreements, include information about the process for appealing the decision
5. Alternative Positions: When available, information about other current openings that might match the candidate's profile
1. Interview Evaluation Summary: If required by company policy, a brief summary of the evaluation process and key decision points
2. Skills Assessment Overview: If relevant and requested, a general overview of the assessment of the candidate's skills against the role requirements
3. Development Plan Template: If offering development suggestions, a template or framework for creating a development plan
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