There is no law that requires a potential employer to tell an applicant why they are being rejected for a certain position. Most lawyers will advise employers to give as little information as possible. Many times potential employers will just tell the rejected applicant that they did not have the necessary qualifications, or that there was another more qualified applicant who got the position in order to minimize the conversation regarding the entire subject. There are times, however, when a candidate may push for detailed information, and the employer may feel he deserves more explanation. This is likely the case if the applicant has been on more than one interview, or if they have been considered for an upper level executive position.

If more specific information is given to a rejected applicant, make sure to follow some guidelines.

:arrow: Get to the point and be truthful and factual;

:arrow: Make sure to give legitimate business-reasons, not anything that could be labeled as discriminatory;

:arrow: Provide ways in which the candidate can improve his interviewing techniques;

:arrow: Do not give more information than you are comfortable with;

:arrow: If the applicant makes threats immediately stop talking and thank them for their time;

:arrow: Be firm, but kind.

From India, Gurgaon
hi this was a great post,cause most of the times we at hr professionals dont even bother to inform the candidate that he has not been selected...i have seen this happening here...
From India, Mumbai
hi folks,
this time CHR has really given an attention to one thing that we as HR often confront with.
well, i personally wish if i could tell the real reason to every candidate who could not make it in the interviews.
Frankly when i was working in a placement consultancy, i used to take the interviews and usually told the reasons for not being successful in the interview and also gave the best suggestion against it. Because i was always desperate to know the reasons when i ent for the interviews and if it wasn't successful.
so. what do you guys say regarding this????

From India, Delhi
In my opinion CHR had thrown the light on a very good topic.
It is true many times the interview has been conducted by all of us and the rejected applicants didn't get the feedback.
We should at least give the thanking you letter for showing up the eagerness for applying for the vacant post and mentioning them why they are rejected.
What do u all say??

From India, Delhi
Hi that was a real good write up on informing the candidates aas to why they have not been selected. Most of the times the candidates are left with no clue as to why they are rejected since they think that they have done their part well. Giving little feed back to the candidates will actually help.
Gr8 job

Hi, I feel that the applicant should be given a courteous reply why he was rejected. After all, this would definitely improve the image of the organization in which he was seeking employment.
From India, Madras
I totally agree with it.........but wont it is a time consuming job... each willl have different reasons of rejecting it....
I am practicing it in my organisation and i feel its lill time consuming.. But i agree if there is a will thre is a way

From India, Madras

We should write regret letter to the candidates rejected in selection process for not been selected,than to mention particular reason.This may satisfy them to some extent,as everyone eager to know about his/her selection after being interviewed.

From India, Thana

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