A thought: HRs should clearly give feedback to candidates of rejection or otherwise.
This simple step will help the rejected candidate to analyze where he could not put forward his abilities and use to the organization.
This communication will help candidates improve and secure jobs elsewhere.
HRs must remember they also were candidates some time ago and that one of the worst things for candidates who are anxiously waiting to know about your decision is the waiting. A brief email without giving detailed reasons to rejected candidates would be ideal.
From India, Pune
3131This simple step will help the rejected candidate to analyze where he could not put forward his abilities and use to the organization.
This communication will help candidates improve and secure jobs elsewhere.
HRs must remember they also were candidates some time ago and that one of the worst things for candidates who are anxiously waiting to know about your decision is the waiting. A brief email without giving detailed reasons to rejected candidates would be ideal.
From India, Pune
Sir, Although the proposal is very laudable, there are practical implications of it.
First and foremost, as a general practice the Selection Committees indicate only selected/not selected and never give indicative reason as to why a candidate is selected/not selected. It particularly becomes very difficult on what to indicate in respect of candidates who are in the grey zone, i.e not outrighly selected or rejected.
Secondly, by indicating reasons the non-selected candidate can challenge the stated reasons and then it becomes a war of words. In capable lawyer's hands anything can become anything and put the organisation in the unenviable task of defending itself.
Then, there is an issue of relative merit. The candidates are assessed on their basis of their relative merit as to who is better suited to fill the requirement. There are no absolute standards, so on a given day one may have better chances than on the other days.
Next, the candidate are assessed in an interview not only for the knowledge but it is more to assess the personality of the candidate as to whether he or she will get along with the team. So the subjective element will decide in a large measure the chances of being selected.
So, while endorsing the suggestion, I expressed certain apprehensions which is coming in its way.
From India, Mumbai
First and foremost, as a general practice the Selection Committees indicate only selected/not selected and never give indicative reason as to why a candidate is selected/not selected. It particularly becomes very difficult on what to indicate in respect of candidates who are in the grey zone, i.e not outrighly selected or rejected.
Secondly, by indicating reasons the non-selected candidate can challenge the stated reasons and then it becomes a war of words. In capable lawyer's hands anything can become anything and put the organisation in the unenviable task of defending itself.
Then, there is an issue of relative merit. The candidates are assessed on their basis of their relative merit as to who is better suited to fill the requirement. There are no absolute standards, so on a given day one may have better chances than on the other days.
Next, the candidate are assessed in an interview not only for the knowledge but it is more to assess the personality of the candidate as to whether he or she will get along with the team. So the subjective element will decide in a large measure the chances of being selected.
So, while endorsing the suggestion, I expressed certain apprehensions which is coming in its way.
From India, Mumbai
As a matter of fact,I feel such mails to rejected candidates will help us build a base of candidates who may feel inclined to apply again for further vacancies.They will always remember that the HR intimated them of closure of earlier vacancy and will appreciate that they didnt have to keep waiting.
From India, Pune
From India, Pune
I feel such descriptive mails should be sent to all the candidates to identify where some candidates lack, which may consider in the non selected list as comparison of the selected list.
It helps to identify the culture of the organisation which belief in openness and empathy toward all candidates and help them to grow in future.
Even candidates make some improvement in themselves so that they can apply for the position again in any other company.
It will also show how that candidate will take the critics and develop them in future.
From India, Chandpur
It helps to identify the culture of the organisation which belief in openness and empathy toward all candidates and help them to grow in future.
Even candidates make some improvement in themselves so that they can apply for the position again in any other company.
It will also show how that candidate will take the critics and develop them in future.
From India, Chandpur
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