Hello Reader,
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As of January 2026, Ontario employers must notify all interviewed candidates about their hiring status within 45 days – whether you’ve made a decision or not. Miss the deadline, and you could face complaints with the Ministry of Labour.

The Human Side of Hiring

When I ran recruitment agency Boost Agents, we implemented a regular candidate check-in every few days during active searches. Not because we had to, but because we understood that how we treated candidates reflected our culture, our brand, and the likelihood that candidates will even come back to us at all.
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If you really think about it – candidates take time off work to interview with you. They research your company, prepare thoughtful answers, maybe even buy a new outfit to up their executive presence in the interview. They’ve invested emotionally in the possibility of joining your team.

I'll never forget what a candidate told me about a previous job search experience. She'd interviewed for a senior marketing role and was so excited about the opportunity that she spent her weekend creating a 90-day strategic plan for the position – completely unprompted. Three weeks went by with radio silence from the company. When she finally heard back, it was a generic rejection email that clearly hadn't been personalized. She told me how frustrated she felt, not just about the "no," but about feeling like her effort meant nothing to them. That candidate? She's now a CMO at a thriving company. The company that ghosted her? From what she heard through her network, they spent months trying to fill that role.

Stories like this happen every day. The least we can all do as employers is to let them know where they stand. And even more so if the candidate has demonstrated considerable interest and spent considerable energy to show you as the employer how keen they are on you.

The Etiquette Your Team Needs to Master

Here are some communication basics every hiring team needs to get right.
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​1. End interviews with clarity. Before a candidate leaves, tell them exactly what happens next and when they’ll hear from you. “We’re interviewing through Friday and we’ll have decisions by next Tuesday” eliminates the guessing game.

2. Be honest about timeline changes. If your decision process gets delayed (and it often does), proactively reach out to your candidates. “Hi Ben, our timeline has shifted due to some internal changes. We now expect to have feedback by end of next week, instead of this Friday.” Candidates appreciate the transparency over false hope – and it helps them to manage other positions if they’re interested in your own. ​
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3. Make rejections a bit more human. Skip the generic “We’ve decided to move forward with other candidates.” Instead, try this: “While your experience in content management was impressive, we’ve chosen someone whose background in food-specific content management aligns more closely with our needs.” It’s honest, respectful, and actually helpful.

4. Close the loop completely. Even if someone withdraws from consideration, send a quick note: “Thanks for letting us know. We’d love to keep you in mind for future opportunities.” You never know when they’ll be perfect for something else.

What This Really Means for Your Business

This new law is just really catching up with what good employers should already be doing. When candidates feel respected – even if they don’t get the job – they become ambassadors for your brand. When they’re left hanging, they share that experience too.
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In a competitive talent market, the companies that consistently communicate with respect and transparency will always have an advantage. This new legislation just makes it official. Treating people well during hiring isn’t just good business – it's now the law.

How does your team currently handle candidate follow-up?
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Warm regards,
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Trina Boos
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Founder & CEO
Boost Academy of Excellence