Interviewing prospective attorneys is tough. It’s hard on you, and it’s harder on them. They really need a job, and you really need the right person to fill your opening. Just thinking about the process makes me tired.

Unfortunately, you’re going to have to interview many more people than you’re going to be able to hire. Most of the candidates are going to be rejected. Rejection can leave a bitter taste in their mouths.

Don’t let that happen. You want the interview process to be positive. You want to leave candidates wishing they had the job and respecting you and your firm even though they didn’t get the position. It would be nice if you could leave the candidates you opted not to hire feeling so good about you that they refer their friends and family to you when the need arises.

Of course, the way you handle the interview process will have a big impact on how they perceive you and your firm. The real moment of truth, however, will come at the point of rejection. That’s when everything they’ve been telling themselves about you gels. That’s when they decide whether they loved you and feel terrible about losing out or whether they feel terrific because you sucked so bad anyway. Obviously, you’d prefer to the former to the latter.

To that end, I’ve provided our rejection letter below. It’s our attempt to turn lemons into lemonade. This letter, coupled with a positive interview experience, will increase the likelihood that the candidates will walk away feeling good about you and will have a kind word for you next time they bump into you at the courthouse.

The Rosen Rejection Letter

Dear Mark,

Thank you for your willingness to talk with us about a position within our firm. We are fortunate to have had the opportunity to learn more about you. It was our sincere pleasure to get to know you better and discuss the experiences you have had as well as the opportunities you have taken to grow in your career.

We interviewed many talented and extraordinary people in our hunt to fill the available position. We spoke with candidates with varied and divergent experience levels. We often face difficulty sorting through the options presented. We decided to move in a different direction with this particular position and wanted to inform you that we will be unable to move forward with the recruitment process at this time. We appreciate you generously spending your time with our firm.

Thank you for giving us a chance to review your qualifications, background, and experience. I hope that you will consider us again if things change in your situation or ours. If we can ever be of any assistance, please feel free to call.

Very truly yours,

Rosen Law Firm

Lee Rosen

Does our letter cure all ills? Does it achieve world peace? Will it make every candidate understand why he or she didn’t get the position? No, but it helps. It’s especially helpful in a world where many firms don’t even bother to send a letter—they just hire someone and say nothing to the remaining candidates. Our letter is a bit of salve for the wound, and it allows candidates to walk away knowing they were given fair consideration and respect.