Hi Ravi,

I really empathize with you for the passion you have for the new job, but for the so called HR's fault.

As far as my opinion is concerned, a job is equally important for both the organization as well as the candidate.

So when you are sourcing the profiles, you will have to first identify the channel for sourcing.

-Once you find the profile, see if that person's profile is active
-Go through the resume and check for all the factors mentioned in the job description
-Then call up the candidate and ask questions as per the job description to see if what he says in consistent with the details in his resume and also the job description
-Then the next set of questions should be at the soft skills required in the JD.

Once you are satisfied with all these things, it to your coordinator.

When you are sourcing the profile, you really cant assess, whether the candidate is technically sound if you dont have the knowledge of that domain.

Even if you dont know the technical part of it, you might reject a few resumes based on certain criteria after talking to the candidate and send only 1 out of the four resumes to the client. In that case that candidate might also feel the same way that you (recruiter being a part of HR) did ask very simple questions and rejected it.

You have to know both the sides of the story. If you are taking a decision that HR did not do a good job, based on the candidate's feedback, then i might beg to differ with you that due to HR's feedback the candidate did not get the job, as there are a lot of things that go on in the interview.

At the same time i am not saying that the candidate might not be telling the truth.

For example, if for the common question that what were your roles and responsibilities, being an RM, if he only says i did this frequently without giving credit to his team, it definitely means that he is self centric. So he might not have given you the answer.

I am saying this because i feel that a Manager is only as good as his team.

IF nothing happened like this, then i can agree that the HR is at fault and it is a very unfortunate incident.

Thanks and regards