Shreem
Manager - Hr
Alka Dimri
Hr Executive
Brijesh.deshmukh@rediffma
Talent Acquisition (recruitment,selection
Rudsan
Hr Generalist
Mangala Patil
Recruiter
Nadeem3arshad
Mechanical
Kalapu
All Hr Activites
Sacheensubedar
Sr. Executive - Hr
+5 Others

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Hi All !

Recently I was interviewed by a reputed company for the post of HR Executive. I was interviewed thrice (3 rounds) and after the final round with the Associate VP, I recieved an email saying that I couln't clear the final hurdle and so they cannot consider my candidature any further.

When I got back in touch for feedback as to what went wrong and what my areas of improvements are (I am a fresher), there was no response.

I also found out that another candidate who had also reached the final round has not received any communication from the company.

Wanted to share with all of you...This is the reality with many reputed companies. Till they are interested, they keep calling the candidates and when their time comes to show some accountability and professionalism, there is no response.

Hope all the HR professionals reading this would not repeat this behavior and show some respect towards candidates/ prospective employees.

Please share if you have a similar experience.

Thanks,
Ananya

your not only the person your facing all the jr level HR’s facing this problem but cant do anything bcz they are Sr persons and they are a decision makers of the company Mangala
It is easy to point a finger, many a times we appear for a number of positions. On selection, we decide the best option and pursue the same.
Do we ask a college or a school to explain the reason of rejection ? We take it in a stride, same is the case here.
I have a question for applicants, is it fair to send in acceptance, and collect travel documents and disappear from the airport?
Each Organisation has their own ethics and incidence to draw policies.
We must appreciate that the company made an effort to inform you of the rejection.

Dear niminik,
As a senior HR professional I agree to Ananya's and Mangal's views. Afterall they are freshers and the feedback helps them greately and it will be very unfair if we dont do it. As a practice we do intimate the feedback to the candidates at the end of discussion or later on. Iam not saying what is right or wrong and adviseing you to follow some ethics.

Dear,
Please think on another angle,
If u joining in a company, on the same time of your interview rounds of another company (say, they kept you as the selected candidate, just waiting for company formal rounds); are you asked why?
Just they have to leave you, if you are not interested and joined in another company.
Even if they offer more, you can’t leave the current employer without regular formalities, till then they will wait for you?
Moreover, if they are not interested on you, how they will answer your queries? What is the need for them to do so? They are not trainers for you.....to preach you
However, on Practical life I am also stands with you.
If they are professional, they have to tell us for,
What points lead them to reject us?
James

Dear Anaya
I really appreciate your efforts for putting your thoughts.
Sometimes corporates don't tend to reply the final feedback. Generally it is considered that it their non communication is the reply of the rejection. It is the Candidate who suffers a lot. In the state of judgment, it is quite impossible to predict the final judgment of the application.
I have been part of the several Interview committee of my organization and have found similar situation arising.
I will also appreciate the initiative from HR Domain professional to revert the candidate results of its interview and selection performance and result.

Hi All,

The issue raised by Ananaya is good, but is it possible for HR to give feedback to each and every candidate who attend interview?

On the other hand candidates whether he is fresher or not also have same responsibility to explain their reasons for not joining the organization when they are selected by the organization.

We have faced a similar situation recently; we selected one candidate who happened to be fresher. We ask him to join on a particular date, he postponed the joining date saying his brother is not keeping well and he has to go to visit him. After 10 days he called back and said that he is ready to join. He join the organization and during second day of his induction he got disappeared, all seniors and other new joinees were waiting for him to complete the induction training, we were trying to call him but he didn't pick the call. Finally he took the call and when we ask where he is? He said he got another opportunity, which according to him is better, and he has to join there so he is at Ticket counter booking tickets to go to that city to join another company. He didn't even consider it important to inform us before leaving.

Now you yourself decide is it professionalism??

Regards

Shree

Dear Shree,
Douglas Adam, one of the famus writers of his time once said “A common mistake that people make when trying to design something completely foolproof is to underestimate the ingenuity of complete fools"
Shree, Deciding the professionalism can't be made on the parameters of this example you have quoted. I beg to differ, but cultivating good practices depends on the implementers.
Judging mistakes are like Car Mechanics, who doesn't have car of its own but owns a garage.

Hi
Greetings
How do you decide on your life partner? A number of factors, no.of uncles, friends, parents, relatives, well wishers, put in their data and finally an emotional decision is taken for your marriage -after a lot of rejections for which you do not give out the reasons
In joining an organization similar thing takes place more professionally/formally - different rounds with different levels of people and then you are admitted into the team or rejected
So no one can always pass all interviews all the time
Best wishes in the next round
Warm regards,
K

Dear Simmy, It seems you have taken that example in a completely different way. Anyway thnaks for your comments. Regards Shree

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