The Employment Denial Letter serves as a crucial document in the Indonesian recruitment process, providing formal notification to job applicants who were not selected for a position. This document is essential for maintaining transparent communication and professional relationships with candidates while ensuring compliance with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and anti-discrimination regulations. The letter should be used after completing the recruitment process and making a final hiring decision, typically following interviews or assessments. It helps organizations maintain clear documentation of their recruitment decisions, protect against potential legal challenges, and uphold professional standards in their hiring practices. The document may be customized based on the position level, industry context, and specific circumstances of the application process, while always maintaining compliance with Indonesian employment regulations.
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1. Company Letterhead and Date: Official company letterhead including company name, address, contact information, and the current date
2. Recipient Information: Candidate's full name and address
3. Reference Line: Reference to the position applied for and when the application/interview took place
4. Salutation: Professional greeting addressing the candidate by name
5. Appreciation Statement: Thank the candidate for their interest in the company and time spent during the application process
6. Decision Statement: Clear but polite statement indicating that the candidate was not selected for the position
7. Professional Closing: Formal closing with signature block including name and title of the hiring manager or HR representative
1. Specific Feedback: Brief, constructive feedback about why the candidate wasn't selected, used when appropriate and when there are clear, non-controversial reasons to share
2. Future Opportunities: Statement encouraging the candidate to apply for future positions, used when the candidate made a positive impression
3. Alternative Position Suggestion: Suggestion of other open positions that might be more suitable, used when there are actual relevant openings
4. Application Retention Notice: Information about how long the company will keep the candidate's application on file, used when company policy allows this
5. Interview Feedback Request: Request for feedback about the recruitment process, used in companies that value candidate experience and process improvement
1. Application Timeline Summary: Optional attachment summarizing the candidate's application process timeline, useful for internal records and legal compliance
2. Interview Assessment Form: Internal document recording the evaluation criteria and reasons for rejection, attached to internal copies only
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