anandmech Started The Discussion:
Dear All,

I am working as an Executive HR in a private Co at Bangalore for the past 1 year. I am taking care of all the recruitments. After the interview is over, i will tell the candidates that "we will call you back". If the candidate is not good or not suitable, how to tell him that he is not selected in a polite way without hurting him. Please suggest i am waiting for your replies...
__________________
:) Thanks & Regards,
Anand Kumar
Executive HR
Member Opinions In This Discussion
Ash Mathew
India, Madras
Recruitments, Training`
P Ramachandran
India, Madras
Administrative&accounts Manager
Globaloverseas144
India, Delhi
Soical Compliance Auditing
Tpankhuri
India, Mumbai
Human Resource
Anandmech
India, Delhi
Recruitment
Ashi.gurjar
India, Indore
Recruitment, Training And Development
Post2vinodh
India, Madras
Balaji Rao03
India, Madras
Aviation Logistics, 3pl Regional Head
Munagada
India, Bellary
Business Excellence, Management Systems
Raj Kumar Hansdah
India, Delhi
Shrm, Od, Hrd, Pms
Abhi16march
India, Pune
Manager Hr
HRDX
India, Mumbai
Hr Generalist Throughout With 8+ Years Of
Devs1180
India, Delhi
Training & Development
Jain Payal
India, Ahmadabad
Hr
Srionline4all
India, Hyderabad
Manager Hr
Surendro
Manager
Thegreatchandu
India, Vashi
Statuary Compliances
+13 Others

Dear Anand You can easily say... Right now the vacancy we are having doesnít exactly match to your profile, in future if we get something suitable for you we will get in touch :) All the best
pankhuri's comment dosn't seem right. if the profile is not suitable why did u call him for interview. it's advisable to say "there is only one post and you r number 2 in merit. we sorry." sounds OK ?
Internally we are working on merit list, if you do not get any reply from us within 10 days time.. you can apply again for different posts advertised regularly by our company in TOI.
Hi,
It is better for any HR person to keep in touch and build the database we don't know when the opportunity arises and that particular candidate may be a right fit for the current requirement hence in my opinion you can say thanks to the candidate and say that some more candidates are required to be interviewed and will communicate with in a week or so. A mail to his ID won't costs much and at the same time it shows the maturity, caring culture and dignity of the organization hence better to hold the decision even he is not suitable and send an email in a weeks time saying that his candidature is not considered for the position and will consider for some other position when opportunity arises. This makes sense and gives lot of satisfaction to the individual and creates lot of respect towards the organization or else you can a regret letter also.
regards - kameswarao
HRDX 
Dear Anand,

Do call the candidate and say " Having evaluated your candidature w.r.t the role we are looking for the interviewing panel feels that you______________________(cite reasons) like junior for the post, limited exposure, do not possess the requisite skillsets, communications skills, aggresiveness etc.

Also, tell him that we will keep the CV in your databse and touch base with him in case of any future relevant requirement.. Also, wish him all the best and tell him to stay in touch.

Regards
Pls search citehr.

We discussed over the same topic a couple of months back. There are a good number of suggestions. Chk the link below.

Do You Send Rejection Letters To Applicants?

If you can spare a few mins, you can search for more links and find better ones too!
Hi All,
Just tell them that current role demands are not matching with your personality & attitude hence you have not been short listed, however we will keep u posted once the suitable opportunity comes up thanks for your interest in our company.

Rgds
Naresh
To point on someones attitude and personality during an interview selection round - may not sound good. Its fine to confine it to the skills matching area alone :-)
Anand,

I feel as HR persons we should always let the candidate know about where he/she stands in terms of their candidature and if they r selected why so n if rejected why, it does not take much time hardly 2- 3 mins and candidate really feel very good abt the feedback..

most of the time we donít tell them that they r rejected coz we feel sorry for the candidate but giving him a straight insight about his/her selection will actually release him from anxious wait at that moment it self and he/ she would know where they stand and what steps they need to take to improve..

so we should always inform them at that day itself about their selection status they would really feel good about it

Regards,






 
 
 
 





Found This Useful? +Vote Up This Via Google.  

Why Vote? User validation is extremely important for good content to prosper.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.

About Us - Advertise - Contact Us - RSS   On Google+  
All trademarks and copyrights held by respective owners. Member comments are owned by the poster.
Privacy Policy | Disclaimer | Terms Of Service
Facebook Page | Follow Us On Twitter | Linkedin Network