Record the reasons for rejecting candidates - either from the company's side or from the candidate's side. This will then allow you to evaluate the reasons for which candidates most often reject you, or you can re-approach rejected candidates with a certain "good reason".
View the link for managing refusal reasons.
At the beginning, it is better to have fewer reasons so that their frequency has a telling power. If a reason has a large share, it is a good idea to analyze it and possibly break it down into more sub-reasons so that you can continuously improve your process.
You can also use refusal reasons to filter within the candidate database to create talent pools for future job outreach.
If we reject the canidatta without giving a reason, we can change this state in the future.
Setting the rejection reason for an already rejected candidate is possible on the candidate tab, via the "plus" icon