I too work as Hr-Executive. Usually I use to say the word “right now we kept your profile in Hold, We are in a position to see some more candidates, So we will call u back with in a week”.
By telling this kind of words most of the candidate can understand they r not selected.
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Some do not respond to enquiry and try to dodge answering, upon being pressed one such organisation mentioned that they had kept me on their 'waiting list'. I was so upset that I insisted they take me off that list as I would not like to work for an organisation that called me for an interview as part of their head-hunting efforts and then had the gall to do that without asking my inclination.
Another company paid for me to fly down - second interview - for a decision between myself and another candidate. I was sure of their bias from the very beginning - they put us up in different levels of accomodation. I did not hear from them for over two weeks and when I enquired I was made to feel as if I had committed some solecism in doing so, 'obviously the other candidate was selected'.
The best response I had was at a PSU where they put up a list of the selected candidate and the waitlisted, in order of merit/selection. They had had a written test and interview too, so the whole thing seemed fair and above-board. Imagine, Public Sector wins hands down, private sector hai-hai!
I am very agreed to your thoughts
Using such harsh words like, attitude and personality not fit for the position and that too with role and responsibility does not sound professional because no one (individual or company) determines JD / role and resposibility for a particular position along with the exact personality and attitude match
I had terrible experience of 2 interviews for training positions in different companies. 1 was conducted by HR executive (In that incidence, mobile phone of the respected HR executive kept on ringing and he picked every call by saying "its urgent yaar" at least for 4-5 times during my interview. That really disturbed me and him too and one can easily assume, what would have been the result? For me it was an opportunity loss. After having this experience, I straight away deny for every interview call if conducted by HR executive and it has become one of the must question for me from the HR guys or consultants that who (designation and experience) will be interviewing?
In the 2nd interview on one fine Wednesday the Corporate HR of an MNC (fortune 500) interviewed me for around little more than 1 hour. After the interview she happily asked me to appear for final round (that will also include one presentation / training session of 30 min.) before the panel of GM sales and GM marketing and her in the next week Monday or Tuesday (exact day and time will be confirmed by HR executive on phone). Having this news I happily shared it with my family members.
Hello guys wake up ... what are you trying to read further nothing came up on Monday. By afternoon, I called that office and inquired the situation from the HR executive, she replied that some more interviews are happening, hence final round has been postponed to next week. Next week Monday the answer was "we have already selected someone for the position". Now one can easily make out my then situation. I thought of meet the Corporate HR in person and remind her what she said the other day but did not do since the selection was finally done. I could not understand whether it was a way of denying a candidature or someone got personal favour?
I am really afraid of the these poor practices and unprofessional approach of HR people.
I always prefer a mail to the candidate and proper feedback telephonically or by mail regarding what happened in the interview along with congrats mail (if selected) and inputs for improvement and further opportunities (if not selected).
An HR practitioner must understand that people appearing for interviews are outspoken, modern, knowledgefull and smart, hence choosing a right process and adopting transparency is an immediate demand of time.
I will also suggest not to make vague statements like: we will get back to you, We will inform you in some time and so on. These are the general sentences used by job consultants.
you can say your profile is not shortlisted for the further rounds of interview, if we have another opening matching with your profile we will let you know, thanks for showing interest in our organization
this can never hurt to the candidates.
There are several ways to express your feelings on this(if candidate not selected)
a)We are interviewing more candidates ,if your profile match with our requirements then we will call you again.
b)We are looking something different profile than you,if there is any need for future vacancy ,we will call you.
c)Your profile match with certain extends but we are waiting for dept head's reply,if they selected you,we will call you for final round.
d)This is the stage of shortlisted of candidates,if you got the maximum rating,then we will invite for recruitment/meeting with CEO/final interview etc...
e)You have well experience in this field,but we will have a meeting with all dept head,seniors etc ,if you selected,we will call you back.
Please explain the all above criteria and tell the limit of final selected is max 10 days,if you would not get reply within 10 days then may some other selected for this job,but we can't say right now because your profile & experience is well.
Believe me from the way we were parting, I can confidently say you that they were more than happy for at least meeting me and getting the right feedback.
Remember as recruiters we have a responsibility to the people we are interviewing - we have to contribute positively in return for the time they are spending with us. They are not intruding into our time, we have called them.
Hope it helps.
If the candidate was rejected. dont say immediately that he was rejected.plz say we will get back u evening. if he called by evening. tell him that he was rejected. then tell his possitives and negatives. why he was rejected. if u said his mistakes, and draw backs. then he will get idea why he was rejected. and later if he attend any interview, he will practice well and with confident will attends the interview. after that he will definitely get selected.
It is in practice in telling that 'we will call you back' for the non selected candidate or the candidates on waiting list.
But one thing, dear anand, if you select a candidate the result shall be communicated clearly to him a)you are selected your appointment order will reach you within ---days.b)You come and join on _____date and collect your appointment order on that date.
Why I am telling this, One of my friend attended interview for a HR manager in a reputed company(i dont want to tell the name of the company) asked him after informing that he has been selected,that when he would join - as the candidate told the possible date, they agreed and congratulated him. Then even the date of his joining - as told by him - crossed, he wasnot getting any order from the company - on telephoninc enquiry he got th reply that you have joined on that date so we have taken the candidate next to you. (though the mistake is on the candidate that he would have asked about the appointment order - he was on the belief that the company is big and there shall be system in pucca)
In another case, my close friend was selected in interview of a big publishing company group, and told about his selection and advised him to see the workplace and the quarters where he should stay with his wife and parents etc., accordingly he visited the place of work and quarters and told the person incharge about his willingness to join and expecting the order from them. In spite of this, no information received by him till date even after a year.
WHY I AM NARRATING THESE INCIDENTS, WE, HR PERSONS SHOULD NOT COMMITT SUCH MISTAKES AND WE HAVE TO SET SOME SYSTEMS BY OUR OWN - IF OUR ESTABLISHMENT IS NOT HAVE BEFORE.
1) since the no. of candidates called for the final interview will be 3 or 4, it will help in building up good relationship if the HR calls the concerned candidate to convey whatever decision is taken in the matter - (instead of making the candidate follow up on the matter)
2) do not give any false picture
3) if the candidate is not selected, tell him the vacancy has been filled and that he is unlucky that he could not get selected this time
4) ask him if he would be interested in any other possible openings within the organisation and if he is interested in any other opening
5) wish him best luck and promise to keep in touch with him.
this has to be done by some responsible executive who is capable and should be left to the operator or receptionist