Dear all,
Just want to know from all of you whether do you give feedback to candidate after their interviews with your organization irrespective of the results?..
Look forward to your opinion or comments.
Regards,
Rajat
From India, Pune
101Just want to know from all of you whether do you give feedback to candidate after their interviews with your organization irrespective of the results?..
Look forward to your opinion or comments.
Regards,
Rajat
From India, Pune
Feedback is always offered to all candidates. Of course, we have to take care that feedback is tied closely to the selection criteria and not on some discriminatory basis.
In my experience, very few people seek feedback after the selection process, probably less than 10%.
I have sought feedback as a candidate before, and to be honest it has been so broad and non-specific that you wonder why you bothered. I always try to give examples and to talk with people about how they might met the criteria to a greater level on future occasions.
From Australia, Ballarat
In my experience, very few people seek feedback after the selection process, probably less than 10%.
I have sought feedback as a candidate before, and to be honest it has been so broad and non-specific that you wonder why you bothered. I always try to give examples and to talk with people about how they might met the criteria to a greater level on future occasions.
From Australia, Ballarat
It could be organization priviledge to give the feedback for missed ones. because of time and space constraint and for good HR process perspective providing basic prilimanry disselection feedback may enhance candidate search smooth out. I would say 'It's individual company hr policy.'
From India, Delhi
From India, Delhi
Hi,
I personally feel that we should give feedback to the candidates, but again it depends on the company and the culture, obviously time constraint is always there.
But still if a candidate calls back to know about the results , I dun mind giving it.
And I would also suggest consultants in this case to be active enough to provide true feedbacks to the applying candidates..
dips
From India, Delhi
I personally feel that we should give feedback to the candidates, but again it depends on the company and the culture, obviously time constraint is always there.
But still if a candidate calls back to know about the results , I dun mind giving it.
And I would also suggest consultants in this case to be active enough to provide true feedbacks to the applying candidates..
dips
From India, Delhi
Dear all,
Thanks all for the posts...and comments..
Most of you agree that we HR Professionals should give feedback to candidates..of course you need to have systems & structure in place for that...
Would you convey if the feedback is negative about his job prospects as well? Guess this calls for coaching & sensitivity skills on our part...
Can anyone share their experience here?
Rajat
From India, Pune
Thanks all for the posts...and comments..
Most of you agree that we HR Professionals should give feedback to candidates..of course you need to have systems & structure in place for that...
Would you convey if the feedback is negative about his job prospects as well? Guess this calls for coaching & sensitivity skills on our part...
Can anyone share their experience here?
Rajat
From India, Pune
Instead of external feedback consider a on the fly scenario of internal feedback suppose a strategic meeting or conference on marketing policy of going on when a senior project manager comments or breaks on division head or GM or CEO communication usually he/she will try to take it negatively, but it may be good before a wrong message is communicated or internalize among groups to correct it.
We are negatively programmed to negative feedback it takes time and depend and may vary...
From India, Delhi
We are negatively programmed to negative feedback it takes time and depend and may vary...
From India, Delhi
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