Skip to content
Nextal Help

Application decline reasons

Where to find it
Configuration → ATS settings → Application → Decline reasons tab
Who can use it
Administrators with settings access
Direct URL
https://admin.nextal.com/conf/admin/settings/ats/jobApplicationSettings/declineReasons

A decline happens when the candidate is the one who withdraws (they accept another offer, lose interest…). When an application moves to the Declined step, Nextal can ask the recruiter to pick a reason from this list.

The Decline reasons tab. Each active reason becomes an option in the reason panel recruiters see.

How the decline reasons are used

When a recruiter moves an application to the Declined step, a panel asks them to pick a reason from this list — if the Ask for the decline reason setting is on in job automation. The chosen reason is kept with the application and can feed your reports.

Not to be confused with: Deny reasons: when the organisation turns the candidate down.

Add a reason

  1. Go to Configuration → ATS settings → Application and open the Decline reasons tab.
  2. Click Add a reason at the top of the list: the side panel opens.
  3. Enter a clear, concise label. If your account has several languages, the FR / EN / ES pills above the field switch language; a dot marks a language still to translate.
  4. Keep the Active switch on, then click Save.

Edit, reorder and deactivate

  • Click a row (or ⋯ → Edit) to rename a reason: Save applies, Cancel discards your changes.
  • Drag the ⠿ handle to reorder; the order is saved as soon as you release it (with the keyboard: Tab to the handle, Space, arrow keys, Space). Clear the search first if one is active.
  • The row’s Active switch acts immediately. A deactivated reason is no longer offered, but applications that already used it keep the value.
  • Use the search at the top of the list to find a reason.

There is no delete action: a reason can only be deactivated or reordered.

Tips

  • Keep reasons factual and defensible. In some jurisdictions these reasons can be disclosed or audited. Prefer objective, skills-based wording.
  • Aim for ten reasons or fewer. A short, well-named list gives cleaner analytics.
  • Review the distribution every quarter. If one reason dominates, your job descriptions or screening criteria may need adjusting.