[{"data":1,"prerenderedAt":463},["ShallowReactive",2],{"document-letter-of-rejection-for-job-applicant-D13496":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":186,"customdescription":6,"mdFm":187,"mdProseHtml":462},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB APPLICATION FOR [POSITION TITLE] Dear [RECIPIENT'S NAME], Thank you for taking the time and effort to apply for the position of [POSITION TITLE] at [COMPANY NAME]. We appreciate your interest in joining our team and the opportunity to review your application materials. After careful consideration, we regret to inform you that we have decided not to proceed with your application. We received a significant number of applications from highly qualified candidates, which made our selection process extremely competitive. While your credentials and qualifications are certainly impressive, we had to make difficult choices and prioritize applicants who closely matched our specific requirements and criteria. Please note that this decision is not a reflection of your abilities or potential",null,"Letter Of Rejection For Job Applicant","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/letter-of-rejection-for-job-applicant-D13496.png","https://templates.business-in-a-box.com/imgs/250px/13496.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13496.xml",{"title":15,"description":6},"letter of rejection for job applicant",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Hire an Employee","/templates/hire-employee/","letter rejection for job applicant","Letter Of Rejection For Job Applicant Template","https://templates.business-in-a-box.com/imgs/400px/13496.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[37,41,45,49,53,57,61,65,69,73,77,81,85,103,118,134,154,172],{"label":38,"url":39,"thumb":40,"extension":10},"Decline to Interview Referred Job Applicant","/template/decline-to-interview-referred-job-applicant-D593","https://templates.business-in-a-box.com/imgs/250px/593.png",{"label":42,"url":43,"thumb":44,"extension":10},"Job Applicant Interview Script","/template/job-applicant-interview-script-D583","https://templates.business-in-a-box.com/imgs/250px/583.png",{"label":46,"url":47,"thumb":48,"extension":10},"Job Offer Letter Long","/template/job-offer-letter-long-D12769","https://templates.business-in-a-box.com/imgs/250px/12769.png",{"label":50,"url":51,"thumb":52,"extension":10},"Job Offer Letter Simple","/template/job-offer-letter-simple-D12770","https://templates.business-in-a-box.com/imgs/250px/12770.png",{"label":54,"url":55,"thumb":56,"extension":10},"Thank You to Applicant for Testing","/template/thank-you-to-applicant-for-testing-D606","https://templates.business-in-a-box.com/imgs/250px/606.png",{"label":58,"url":59,"thumb":60,"extension":10},"Applicant Appraisal Form_Evaluation","/template/applicant-appraisal-form_evaluation-D559","https://templates.business-in-a-box.com/imgs/250px/559.png",{"label":62,"url":63,"thumb":64,"extension":10},"Applicant Appraisal Form Questions","/template/applicant-appraisal-form-questions-D560","https://templates.business-in-a-box.com/imgs/250px/560.png",{"label":66,"url":67,"thumb":68,"extension":10},"Applicant Selection Criteria Record","/template/applicant-selection-criteria-record-D561","https://templates.business-in-a-box.com/imgs/250px/561.png",{"label":70,"url":71,"thumb":72,"extension":10},"Negative Response to Job Candidate_Postinterview","/template/negative-response-to-job-candidate_postinterview-D594","https://templates.business-in-a-box.com/imgs/250px/594.png",{"label":74,"url":75,"thumb":76,"extension":10},"Delivery Rejection Notice","/template/delivery-rejection-notice-D1055","https://templates.business-in-a-box.com/imgs/250px/1055.png",{"label":78,"url":79,"thumb":80,"extension":10},"Notice of Rejection of Goods","/template/notice-of-rejection-of-goods-D1065","https://templates.business-in-a-box.com/imgs/250px/1065.png",{"label":82,"url":83,"thumb":84,"extension":10},"Refusal of Rejection of Goods","/template/refusal-of-rejection-of-goods-D1118","https://templates.business-in-a-box.com/imgs/250px/1118.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":93,"url":102},"Employment Application Form PLEASE COMPLETE ALL INFORMATION REQUESTED IN PRINT (PAGES 1-5), EXCEPT SIGNATURE NOTE: APPLICANTS MAY BE TESTED FOR ILLEGAL DRUGS Date: Name: Last First Middle Maiden Present Address: Number Street City State Zip How Long: Social Security No.: Telephone: If under 18, please list age: Position Applied For: Days/Hours Available to Work: No Pref Thur Mon Fri Tue Sat Wed Sun Salary Desired: How many hours can you work weekly? Can you work nights? Employment Desired: FULL-TIME ONLY PART-TIME ONLY FULL- OR PART-TIME When available for work? EDUCATION & OTHER INFORMATION TYPE OF SCHOOL NAME OF SCHOOL LOCATION(Complete mailing address) NO. OF YEARS COMPLETED MAJOR & DEGREE High School College Bus. or Trade School Professional School Have you ever been convicted of a crime? No Yes If yes, explain number of conviction(s), nature of offense(s) leading to conviction(s), how recently such offense(s) was/were committed, sentence(s) imposed, and type(s) of rehabilitation. Do you have a driver's license? Yes No What is your means of transportation to work? Driver's License Number: State of issue: Operator Commercial (CDL) Chauffeur Expiration Date: Have you had any accidents during the past three years? How many? Have you had any moving violations during the past three years? How Many? OFFICE ONLY Typing Yes10-key Yes Word Yes No _____ WPM No Processing No _____ WPM Personal Yes PC Computer NoMac Other Skills: Please list two references other than relatives or previous employers. Name: Name: Position: Position: Company: Company: Address: Address: Telephone: Telephone: An application form sometimes makes it difficult for an individual to adequately summarize a complete background. Use the space below to add any additional information necessary to describe your full qualifications for the specific position for which you are applying. MILITARY Have you ever been in the armed forces? Yes No Are you now a member of the national guard? Yes No Specialty: Date Entered: Discharge Date: WORK EXPERIENCE Please list your work experience for the past five years beginning with your most recent job held. If you were self-employed, give firm name. Attach additional sheets if necessary. JOB ONE Name of Employer: Name of Last Supervisor Employment Dates From: To: Salary Start: Final: Complete Address: Phone Number: Your Last Job Title: Reason for Leaving (be specific): List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company. JOB TWO Name of Employer: Name of Last Supervisor: Employment Dates From: To: Salary Start: Final: Complete Address: Phone Number: Your Last Job Title: Reason for Leaving (be specific): List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company. JOB THREE Name of Employer: Name of Last Supervisor: Employment Dates From: To: Salary Start: Final: Complete Address: Phone Number: Your Last Job Title: Reason for Leaving (be specific): List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company","Employment Application Form","6","https://templates.business-in-a-box.com/imgs/1000px/employment-application-form-D571.png","https://templates.business-in-a-box.com/imgs/250px/571.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#571.xml",{"title":93,"description":6},"employment application form",[95,97,99],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"hire-employee",{"label":100,"url":101},"Business Checklists","business-checklists","/template/employment-application-form-D571",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":9,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":112,"keywords":111,"url":117},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":111,"description":6},"employee dismissal letter",[113,114],{"label":18,"url":96},{"label":115,"url":116},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":119,"descriptionCustom":6,"label":120,"pages":121,"size":9,"extension":10,"preview":122,"thumb":123,"svgFrame":124,"seoMetadata":125,"parents":127,"keywords":126,"url":133},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":126,"description":6},"employment agreement_at will employee",[128,129,130],{"label":18,"url":96},{"label":21,"url":98},{"label":131,"url":132},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":135,"descriptionCustom":6,"label":136,"pages":137,"size":9,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":143,"keywords":142,"url":153},"PRODUCT MANAGER INTERVIEW QUESTIONS The past years have seen a significant evolution in the product market. Product managers are in high demand due to the shift in emphasis toward creating unique products brought about by the need for innovation and technology. Businesses are looking to hire skilled and enthusiastic product managers. Every organization has a different approach to product management. Companies conduct job interviews to examine a candidate's suitability for a position. There must be a standard screening process to determine whether a candidate possesses the skills, experience, and character traits necessary for success. You can decide which candidate will fit your team the best by asking specific questions throughout the interview. When interviewing candidates for the position of product manager, the following are some significant questions to ask: What do you understand by Product Manager? This is a typical product manager interview question that requires a straightforward response describing the functions of product managers. Being a relatively new field, product management may draw candidates who find it challenging to describe the position and their qualifications. This question will get the candidates to share their understanding of the role. Product managers must have a solid understanding of their products and make decisions based on strategy, innovation, and market conditions. How do you keep projects going forward as a product manager, despite differing perspectives and pushback from various stakeholders? An experienced product manager knows that the job requires them to make difficult decisions regularly. A product manager must be fair yet decisive to successfully manage multidisciplinary teams with all of their conflicting priorities. They must also communicate effectively with all parties to ensure that they know the rationale behind any choices being made. Pay attention to any candidate responses that emphasize that diplomacy is the ultimate aim; getting projects to move forward necessitates pressing for hasty decisions. A weak response can suggest that despite the potential for deadlock, the candidate always prefers consensus to compromise. How would you describe our product to a customer?","Product Manager Interview Questions","3","https://templates.business-in-a-box.com/imgs/1000px/product-manager-interview-questions-D13378.png","https://templates.business-in-a-box.com/imgs/250px/13378.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13378.xml",{"title":142,"description":6},"product manager interview questions",[144,147,150],{"label":145,"url":146},"Business Plan Kit","business-plan-kit",{"label":148,"url":149},"Board of Directors","board-of-directors",{"label":151,"url":152},"Sales & Marketing","sales-marketing","/template/product-manager-interview-questions-D13378",{"description":155,"descriptionCustom":6,"label":156,"pages":8,"size":9,"extension":10,"preview":157,"thumb":158,"svgFrame":159,"seoMetadata":160,"parents":162,"keywords":161,"url":171},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Reference Check for [Applicant name] - [Social security number] Dear [former employer name], A former employee of your company, [Applicant name], has applied for a position with our company. As part of interview process, we are hereby requesting background information from you on this employee. [He/she] has given us permission to request such information from you and a copy of such request is attached hereto. Please provide us the following information concerning this former employee: Dates of employment: Positions held: Responsibilities: Last total salary and bonus while employed: Reason given for terminated/leaving: ","Reference Check Letter","https://templates.business-in-a-box.com/imgs/1000px/reference-check-letter-D601.png","https://templates.business-in-a-box.com/imgs/250px/601.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#601.xml",{"title":161,"description":6},"reference check letter",[163,164,165,168],{"label":18,"url":96},{"label":21,"url":98},{"label":166,"url":167},"Letters to Applicant","/letters-to-applicant",{"label":169,"url":170},"Background & Reference Check","background-reference-check","/template/reference-check-letter-D601",{"description":173,"descriptionCustom":6,"label":174,"pages":88,"size":175,"extension":10,"preview":176,"thumb":177,"svgFrame":178,"seoMetadata":179,"parents":180,"keywords":184,"url":185},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[181],{"label":182,"url":183},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":188,"reviewer":200,"quick_facts":204,"at_a_glance":206,"personas":210,"variants":231,"glossary":252,"clauses":277,"how_to_fill":318,"common_mistakes":354,"faqs":371,"industries":393,"comparisons":410,"diy_vs_pro":425,"related_template_ids_curated":438,"schema":449,"classification":451},{"meta_title":189,"meta_description":190,"primary_keyword":191,"secondary_keywords":192},"Letter of Rejection for Job Applicant Template | BIB","Free job applicant rejection letter template in Word. Professionally decline candidates after interviews or screening. Download, edit, and send in minutes.","job applicant rejection letter template",[193,194,195,196,197,198,199],"rejection letter for job applicant","candidate rejection letter template","job rejection letter template word","employment rejection letter","interview rejection letter template","how to write a rejection letter for a job applicant","professional rejection letter template free",{"name":201,"credential":202,"reviewed_date":203},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":205,"legal_review_recommended":186,"signature_required":186},"easy",{"what_it_is":207,"when_you_need_it":208,"whats_inside":209},"A Letter of Rejection for Job Applicant is a formal written notice an employer sends to a candidate who will not be moving forward in the hiring process. This free Word download gives you a ready-to-edit template you can personalize with the candidate's name, position title, and a brief closing note, then send by email or post in under five minutes.\n","Use it after reviewing applications, completing phone screens, or finishing in-person or panel interviews whenever you need to formally close the loop with a candidate you will not be hiring. Sending a rejection letter promptly keeps your talent pipeline respectful and protects your employer brand.\n","Employer contact details, candidate name and address, a clear statement that the role has been filled or the application will not proceed, an optional brief reason or encouraging close, and a professional sign-off from the hiring manager or HR contact.\n",[211,215,219,223,227],{"title":212,"use_case":213,"icon_asset_id":214},"HR managers","Closing out post-interview candidate pipelines with a consistent, on-brand message","persona-hr-manager",{"title":216,"use_case":217,"icon_asset_id":218},"Small business owners","Formally declining applicants without a dedicated HR team or legal support","persona-small-business-owner",{"title":220,"use_case":221,"icon_asset_id":222},"Hiring managers","Notifying screened or interviewed candidates who did not advance to the next stage","persona-operations-director",{"title":224,"use_case":225,"icon_asset_id":226},"Recruiters and staffing agencies","Sending volume rejection notices to unselected applicants on behalf of client employers","persona-staffing-agency",{"title":228,"use_case":229,"icon_asset_id":230},"Startup founders","Maintaining professionalism with rejected candidates who may be future customers or referrals","persona-startup-founder",[232,236,239,242,245,248],{"situation":233,"recommended_template":234,"slug":235},"Candidate applied but was not selected for an interview","Application-Stage Rejection Letter","letter-of-rejection-for-job-applicant-D13496",{"situation":237,"recommended_template":238,"slug":235},"Candidate completed a phone or video screen but will not advance","Post-Screen Rejection Letter",{"situation":240,"recommended_template":241,"slug":235},"Candidate attended one or more interviews but was not selected","Post-Interview Rejection Letter",{"situation":243,"recommended_template":244,"slug":235},"Finalist candidate who reached the offer stage but was passed over","Final-Round Rejection Letter",{"situation":246,"recommended_template":247,"slug":235},"Internal employee who applied for a promotion or transfer","Internal Candidate Rejection Letter",{"situation":249,"recommended_template":250,"slug":251},"Candidate rejected due to a role being cancelled or put on hold","Role Withdrawal Notice to Applicants","notice-of-withdrawal-from-partnership-D12668",[253,256,259,262,265,268,271,274],{"term":254,"definition":255},"Applicant Tracking System (ATS)","Software that manages job postings, receives applications, and tracks candidates through each stage of the hiring pipeline.",{"term":257,"definition":258},"Talent Pipeline","A pool of pre-screened or previously interviewed candidates an employer may contact for future openings.",{"term":260,"definition":261},"Employer Brand","The reputation and perception a company has as a place to work, shaped partly by how it treats candidates during and after the hiring process.",{"term":263,"definition":264},"Adverse Action Notice","A legally required notice in some US jurisdictions when an employment decision is based on a background check, informing the applicant of the decision and their rights.",{"term":266,"definition":267},"Form Letter","A standardized letter sent to multiple recipients with only minor personalizations — common for high-volume application-stage rejections.",{"term":269,"definition":270},"Bona Fide Occupational Qualification (BFOQ)","A legally recognized job requirement that would otherwise appear discriminatory but is genuinely necessary for the role — must be documented carefully when referenced in rejection decisions.",{"term":272,"definition":273},"Candidate Experience","The overall impression a job seeker forms of a company based on every interaction during the recruitment process, including how and when they are rejected.",{"term":275,"definition":276},"At-Will Employment","Employment that can be ended by either party at any time; the concept also applies in pre-hire decisions, meaning employers generally may decline any applicant for any lawful reason.",[278,283,288,293,298,303,308,313],{"name":279,"plain_english":280,"sample_language":281,"common_mistake":282},"Employer letterhead and date","Identifies the sending organization and establishes when the letter was issued — important for any timeline disputes or follow-up correspondence.","[COMPANY NAME] | [ADDRESS] | [CITY, STATE ZIP] | [DATE]","Omitting the date entirely. Without it, the candidate has no reference point for how long the decision took, and the employer has no documented timeline.",{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Candidate salutation","Addresses the candidate by name — not 'Dear Applicant' — to establish a respectful, personalized tone.","Dear [CANDIDATE FIRST NAME],","Using a generic salutation like 'To Whom It May Concern.' This signals the candidate was never treated as an individual and damages the employer's reputation.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Opening acknowledgment","Thanks the candidate for their time, interest, and effort — acknowledging the application or interview specifically.","Thank you for taking the time to apply for the [JOB TITLE] position at [COMPANY NAME] and for participating in our selection process.","Skipping the acknowledgment and opening directly with the rejection. It reads as abrupt and disrespectful, and candidates remember it.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Rejection statement","Clearly and directly states that the candidate will not be moving forward — without being vague or leaving false hope.","After careful consideration, we have decided to move forward with another candidate whose qualifications more closely match our current requirements for this role.","Using language like 'we will keep your file on hand' when you have no intention of doing so. Vague promises create false expectations and can generate follow-up calls for months.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Brief reason or context (optional)","Provides a high-level, non-specific explanation for the decision — such as a high volume of qualified applicants or a closer skills match elsewhere. Keep this brief and avoid specifics that could be used in a discrimination claim.","We received a large number of applications for this position, and the competition was exceptionally strong.","Providing overly specific feedback in a rejection letter — e.g., citing a specific skill gap or interview answer. Detailed written reasons can be used in legal challenges and are better delivered verbally if at all.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Encouragement or talent pool mention","Optionally invites the candidate to apply for future openings or briefly affirms their qualifications — keeping the door open for the talent pipeline.","We were impressed by your background and encourage you to apply for future openings at [COMPANY NAME] that align with your experience.","Including this paragraph for every candidate regardless of fit. Inviting an unqualified applicant to reapply wastes both parties' time and sets a false expectation.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Closing and well-wishes","Ends the letter on a professional, positive note — wishing the candidate success in their search without being effusive.","We wish you every success in your job search and future endeavors.","Ending too abruptly with no closing sentiment. Even a single sentence of goodwill meaningfully improves the candidate's impression of the company.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Sign-off and sender identification","Identifies the sender by name and title — typically the HR manager, recruiter, or hiring manager — and includes contact information if the candidate has questions.","Sincerely, [SENDER NAME] | [TITLE] | [COMPANY NAME] | [EMAIL ADDRESS]","Signing with only a department name like 'Human Resources Team.' A named contact makes the letter feel genuine and gives the candidate a real person to reference.",[319,324,329,334,339,344,349],{"step":320,"title":321,"description":322,"tip":323},1,"Enter your company letterhead details","Add your company name, address, and the date of the letter at the top of the template. Confirm the date matches the day you plan to send, not the day you drafted it.","Pre-save a version with your letterhead filled in so you only need to update the candidate details for each new letter.",{"step":325,"title":326,"description":327,"tip":328},2,"Personalize the salutation with the candidate's name","Replace the placeholder with the candidate's first name — or full name if your company culture is more formal. Pull it directly from your ATS or application file.","Double-check the spelling before sending — a misspelled name in a rejection letter is a memorable negative impression.",{"step":330,"title":331,"description":332,"tip":333},3,"Reference the specific role they applied for","Insert the exact job title in the opening acknowledgment. If the candidate applied for multiple roles, specify which position this letter addresses.","Candidates who applied to several companies appreciate the specificity — it confirms you actually know who they are.",{"step":335,"title":336,"description":337,"tip":338},4,"Write the rejection statement clearly","Use direct language that makes the decision unambiguous. Avoid softening the message to the point where the candidate is uncertain whether they've been rejected.","Read the rejection paragraph aloud — if it sounds like a 'maybe,' rewrite it until it clearly communicates 'no.'",{"step":340,"title":341,"description":342,"tip":343},5,"Decide whether to include a brief reason","For high-volume application-stage rejections, a generic explanation is fine. For post-interview candidates, a brief, non-specific reason is more respectful. Avoid citing specific weaknesses in writing.","If a candidate was borderline and you want to preserve the relationship, consider a brief phone call instead of written feedback.",{"step":345,"title":346,"description":347,"tip":348},6,"Choose whether to invite future applications","Include the talent-pool paragraph only for candidates you genuinely want to hear from again. Remove it for candidates who were not competitive for the role.","Add a tag or note in your ATS at the same time you send the letter so the pipeline record reflects your intent.",{"step":350,"title":351,"description":352,"tip":353},7,"Add the sender's name, title, and contact details","Sign off with a real person's name and title. Include an email address if you are open to questions — or omit it if the decision is final and you prefer not to invite follow-up.","Sending from a named individual rather than a generic HR address increases the open rate and reduces negative social media commentary.",[355,359,363,367],{"mistake":356,"why_it_matters":357,"fix":358},"Leaving candidates with no response at all","Ghosting applicants — especially those who interviewed — is one of the most damaging things a company can do to its employer brand. Candidates discuss it publicly on review sites like Glassdoor and LinkedIn.","Set a standard SLA: application-stage rejections within 2 weeks, post-interview rejections within 5 business days of the decision.",{"mistake":360,"why_it_matters":361,"fix":362},"Using vague language that leaves the decision unclear","Phrases like 'we are still evaluating candidates' or 'we will be in touch' do not constitute a rejection and force the candidate to remain in limbo.","Include one unambiguous sentence — 'we have decided not to move forward with your application' — so the candidate can close the loop and continue their search.",{"mistake":364,"why_it_matters":365,"fix":366},"Providing specific written feedback on why the candidate was rejected","Detailed written reasons citing specific weaknesses — 'your communication skills were below the level required' — can be used as evidence in discrimination or unfair hiring claims.","Keep written reasons high-level and consistent across all candidates for the same role. Offer specific feedback in a brief phone call if you choose to provide it at all.",{"mistake":368,"why_it_matters":369,"fix":370},"Sending the rejection from a no-reply email address","Candidates who receive a rejection from a no-reply address with no named sender perceive it as automated and dismissive — heightening negative sentiment toward the company.","Send from a real inbox associated with a named person in HR or recruiting, even if responses are monitored rather than actively managed.",[372,375,378,381,384,387,390],{"question":373,"answer":374},"When should I send a rejection letter to a job applicant?","Send it as soon as the hiring decision is made and you have a confirmed offer accepted by another candidate. For application-stage candidates, within two weeks of the application closing date is standard. For interviewed candidates, within five business days of the final decision is considered respectful best practice. Delaying rejection notices unnecessarily prevents candidates from pursuing other opportunities.\n",{"question":376,"answer":377},"Should a rejection letter explain why the candidate was not selected?","Brief, non-specific reasons — such as a strong applicant pool or a closer skills match — are appropriate and professionally courteous. Specific written feedback citing particular weaknesses or interview performance should be avoided in the letter itself, as it can be used in legal challenges. If a candidate requests detailed feedback, deliver it by phone rather than in writing.\n",{"question":379,"answer":380},"Is it legally required to send a rejection letter to every applicant?","In most jurisdictions, there is no legal requirement to send a written rejection letter to every applicant. However, if an employment decision was based on a background check in the US, the Fair Credit Reporting Act requires a separate adverse action notice. Some large employers and government contractors follow stricter documentation practices. Regardless of legal requirements, sending rejection letters is widely considered professional best practice.\n",{"question":382,"answer":383},"What should I avoid saying in a rejection letter?","Avoid referencing any protected characteristic — age, gender, race, religion, disability, national origin, or marital status — even indirectly. Do not cite specific interview answers or skill gaps in writing. Avoid vague language that could be interpreted as a conditional rejection. Do not make promises about future openings unless you genuinely intend to follow through.\n",{"question":385,"answer":386},"Can I use the same rejection letter for all candidates?","A standardized template is appropriate for high-volume application-stage rejections, where personalization beyond the candidate's name and role title is impractical. For candidates who interviewed, a slightly personalized version — acknowledging the specific stage they reached — is more respectful. Using identical language for every candidate regardless of stage can feel impersonal and damage your employer brand.\n",{"question":388,"answer":389},"How long should a job applicant rejection letter be?","One page or less — typically three to five short paragraphs. The letter should be long enough to be respectful and clear, but not so detailed that it introduces legal risk or invites debate. A well-structured rejection letter rarely needs to exceed 150 words.\n",{"question":391,"answer":392},"Should I call a candidate before sending a rejection letter?","For finalist candidates who reached the final round or received a verbal offer, a phone call before the written letter is considerate and professional. For candidates who interviewed once or twice, a letter alone is generally sufficient. For application-stage candidates, a letter is the standard and expected form of communication.\n",[394,398,402,406],{"industry":395,"icon_asset_id":396,"specifics":397},"Technology / SaaS","industry-saas","High application volumes for engineering and product roles make templated rejection letters essential for maintaining response rates without overburdening recruiters.",{"industry":399,"icon_asset_id":400,"specifics":401},"Professional Services","industry-professional-services","Client-facing firms — law, consulting, accounting — use polished rejection letters to protect a reputation built on professionalism at every touchpoint, including hiring.",{"industry":403,"icon_asset_id":404,"specifics":405},"Retail / Hospitality","industry-retail","Seasonal hiring cycles generate large applicant pools quickly; a streamlined rejection template allows high-volume close-outs without individual composition.",{"industry":407,"icon_asset_id":408,"specifics":409},"Healthcare","industry-healthtech","Credentialing requirements mean many candidates are screened out early; prompt, respectful rejection letters preserve the talent pipeline for hard-to-fill clinical roles.",[411,415,418,421],{"vs":412,"vs_template_id":413,"summary":414},"Job Offer Letter","job-offer-letter-long-D12769","A job offer letter is sent to the selected candidate and initiates the employment relationship by confirming the role, compensation, and start date. A rejection letter closes the hiring process for all other candidates. Both should be sent promptly after a hiring decision is made — the offer first, then rejections once the offer is accepted.",{"vs":105,"vs_template_id":416,"summary":417},"employee-dismissal-letter-D508","A dismissal letter terminates an existing employment relationship and carries significant legal implications, including notice periods and potential severance. A rejection letter is issued before any employment relationship begins and carries no such obligations. They serve opposite ends of the employment lifecycle and require very different tones and legal considerations.",{"vs":87,"vs_template_id":419,"summary":420},"employment-application-form-D506","An employment application form collects candidate information at the start of the hiring process. A rejection letter formally closes that process for candidates who were not selected. Together, they bookend the applicant's experience — the application opens the door; the rejection letter closes it.",{"vs":422,"vs_template_id":423,"summary":424},"Reference Check Form","D{REFERENCE_CHECK_FORM_ID}","A reference check form is used mid-process to verify a candidate's background and qualifications before making a final decision. A rejection letter is issued after the decision is made. Completing reference checks before sending rejection letters to all other candidates ensures the offer is secure before closing the pipeline.",{"use_template":426,"template_plus_review":430,"custom_drafted":434},{"best_for":427,"cost":428,"time":429},"Any employer sending standard post-application or post-interview rejections for non-executive roles","Free","5 minutes per letter",{"best_for":431,"cost":432,"time":433},"Employers rejecting candidates in sensitive situations — background check denials, roles with BFOQ considerations, or positions in heavily regulated industries","$100–$300 (HR consultant or employment counsel review)","1–2 business days",{"best_for":435,"cost":436,"time":437},"Employers rejecting a finalist who received a verbal offer or who may have grounds for a discrimination claim","$300–$800 (employment lawyer)","2–5 business days",[413,439,416,440,441,442,443,444,445,446,447,448],"employment-application-form-D571","employment-agreement_at-will-employee-D541","product-manager-interview-questions-D13378","reference-check-letter-D601","independent-contractor-agreement-D160","employee-handbook-D712","non-disclosure-agreement-nda-D12692","how-to-review-employee-performance-D12595","barista-job-description-D13535","checklist-customer-onboarding-D13615",{"emit_how_to":450,"emit_defined_term":450},true,{"primary_folder":96,"secondary_folder":452,"document_type":453,"industry":454,"business_stage":455,"tags":456,"confidence":461},"recruiting-and-hiring","letter","general","all-stages",[457,458,453,459,460],"recruiting","hiring","hr","job-rejection",0.95,"\u003Ch2>What is a Letter of Rejection for Job Applicant?\u003C/h2>\n\u003Cp>A \u003Cstrong>Letter of Rejection for Job Applicant\u003C/strong> is a formal written notice an employer sends to a candidate to communicate that they have not been selected for a role. It closes the candidate's application professionally, confirms the hiring decision is final, and gives the applicant the clarity they need to continue their job search. The letter typically runs three to five short paragraphs — acknowledging the candidate's effort, stating the decision plainly, offering an optional brief explanation, and closing with a professional well-wish.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Failing to send rejection letters — or sending them poorly — has real costs. Candidates who are ghosted after interviews leave negative reviews on platforms like Glassdoor and LinkedIn, directly affecting your ability to attract future talent. Vague or promise-laden rejection language, such as "we'll keep your resume on file," generates follow-up calls for months and raises false expectations. In cases where a hiring decision was influenced by a background check, some jurisdictions require a formal written notice by law. A consistent, professional rejection letter template protects your employer brand, keeps your talent pipeline clean, and ensures every candidate — whether they were a finalist or a first-round screen — walks away with a positive impression of your organization. This free Word template gives you the structure to do that in under five minutes per candidate.\u003C/p>\n",1778696307452]