You've found it easy to say "yes" to recommendation letter requests from former employees who were top performers, and you've learned to say "no" to people who didn't perform so well. The requests you struggle with are from employees in the middle, people who didn't really excel but didn't really cause any trouble, either. You've just received a request from an HR specialist who falls smack in the middle of the middle. Unfortunately, he's applying for a job at a firm that you know places high demands on its employees and generally hires the best of the best. He's a great person, and you'd love to help, but in your heart, you know that if by some chance he does get the job, he probably won't last. Plus, you don't want to get a reputation in the industry for recommending weak candidates. How do you set the stage for the negative news?
a. As your former manager, I'd like to think I can still look out for your best interests, and I'm sorry to say, but based on what I know about the position you're applying for, this might not be the best career move for you at this point.
b. In my view, the responsibility of writing a letter of recommendation goes beyond simply assessing a person's skills; it must consider whether the person is applying for the right job.
c. One of the most important factors I consider when deciding whether to endorse an applicant is whether he or she is pursuing an opportunity that offers a high probability of success.
d. Writing recommendation letters bears a heavy responsibility for the job applicant and the person writing the letter. After all, I have my own reputation to protect, too.