It is after I got rejected a couple of times by companies with big names but horrible ways of rejection that I thought there should be enlightenment on this area. I would like to also add that here I am not trying to pinpoint flaws or say all HR PRACTITIONERS ARE BAD. I am just trying to point out where we can improve.
Compilation of Rejection Practices
This is a compilation of all the websites I have visited in search of the right way to give a rejection and also from experience.
Every candidate who submits a resume has the right to know why they were not taken for the position. As an HR professional, I think we must avoid practicing gut-feeling rejections and unprofessional ways of rejecting a candidate.
Inappropriate Interview Questions
During the interviews, please don't ask questions regarding:
- AGE
- SEX
- MARITAL STATUS
- CHILD CARE OPTIONS TAKEN
- NUMBER OF KIDS
- RELIGION
- POLITICS
- RACE
- PREGNANCY
- DISABILITY
These are the guidelines given on any website you search. But from experience, I know how some HR practitioners react during the interview.
Don't tell them that we are rejecting them because they are married, pregnant, or plan to be pregnant. It sounds so unprofessional during the interview when the candidate is asked why they didn't put their marital status in the resume (when most women have the sindoor on their forehead, I think he was blind).
Don't ask the candidates about their plans for having kids, how soon, how many?
Appropriate Ways to Address Marital Status
If the marital status is so important, the right way to ask is:
- What will your spouse feel regarding you taking up the job?
- Do you want to be addressed as Mrs. or Miss?
(Personally, I don't like to be asked the above question.)
Or better still, put it in the pre-employment form:
- What is your maiden name?
- Will you be able to work from 9:00 am to 5:00 pm from Monday to Friday?
I just had this 2 days back after the telephonic interview.
Personal Experience with Rejection
Your profile sounds good. We have many HR positions here, but the only thing that is holding back is that you are married. Plus, you have a kid.
Oh God!! That was a right away rejection for being married. I am thinking in my mind, is there not a legal law against such rejection in India? I see a lot of laws in place when I search on websites in countries abroad. If anyone could tell me about the laws in India, that would be great. Where is my Equal Employment Opportunity right?
Improving Company Image through Transparency
Now back to what I know or rather researched on the web. It would be good and would improve the company's image if the rejected candidates are told they are rejected. This does sound contrary to what I told before. But what I want to suggest is rather than letting them be in the dark, it's better that they know.
I think it will improve the company's image if they let the candidate know that they were not selected because there was a candidate with better experience or that his or her experience was not relevant to the job they applied for.
If there is more transparency in the selection process, this issue will never occur. Candidates who are rejected for one post can be more suitable for another post. An important aspect that we HR professionals forget is word of mouth (Marketing term? Yes, that's right). One candidate tells the other about the company, the selection process, and the questions that were asked. If you think that's not possible, just check it out. There are ample websites that give the questions asked during interviews. Type in your company name and interview questions. Some even quote your words word by word on a blog.
Why do we delay in writing a rejection email or call and tell the right reason (in a proper manner) to the candidate why they were rejected?
So that's it for now. I am still researching this, so if anyone finds anything or has some articles related to this, do contribute.
Regards,
Thanu Maria George
Compilation of Rejection Practices
This is a compilation of all the websites I have visited in search of the right way to give a rejection and also from experience.
Every candidate who submits a resume has the right to know why they were not taken for the position. As an HR professional, I think we must avoid practicing gut-feeling rejections and unprofessional ways of rejecting a candidate.
Inappropriate Interview Questions
During the interviews, please don't ask questions regarding:
- AGE
- SEX
- MARITAL STATUS
- CHILD CARE OPTIONS TAKEN
- NUMBER OF KIDS
- RELIGION
- POLITICS
- RACE
- PREGNANCY
- DISABILITY
These are the guidelines given on any website you search. But from experience, I know how some HR practitioners react during the interview.
Don't tell them that we are rejecting them because they are married, pregnant, or plan to be pregnant. It sounds so unprofessional during the interview when the candidate is asked why they didn't put their marital status in the resume (when most women have the sindoor on their forehead, I think he was blind).
Don't ask the candidates about their plans for having kids, how soon, how many?
Appropriate Ways to Address Marital Status
If the marital status is so important, the right way to ask is:
- What will your spouse feel regarding you taking up the job?
- Do you want to be addressed as Mrs. or Miss?
(Personally, I don't like to be asked the above question.)
Or better still, put it in the pre-employment form:
- What is your maiden name?
- Will you be able to work from 9:00 am to 5:00 pm from Monday to Friday?
I just had this 2 days back after the telephonic interview.
Personal Experience with Rejection
Your profile sounds good. We have many HR positions here, but the only thing that is holding back is that you are married. Plus, you have a kid.
Oh God!! That was a right away rejection for being married. I am thinking in my mind, is there not a legal law against such rejection in India? I see a lot of laws in place when I search on websites in countries abroad. If anyone could tell me about the laws in India, that would be great. Where is my Equal Employment Opportunity right?
Improving Company Image through Transparency
Now back to what I know or rather researched on the web. It would be good and would improve the company's image if the rejected candidates are told they are rejected. This does sound contrary to what I told before. But what I want to suggest is rather than letting them be in the dark, it's better that they know.
I think it will improve the company's image if they let the candidate know that they were not selected because there was a candidate with better experience or that his or her experience was not relevant to the job they applied for.
If there is more transparency in the selection process, this issue will never occur. Candidates who are rejected for one post can be more suitable for another post. An important aspect that we HR professionals forget is word of mouth (Marketing term? Yes, that's right). One candidate tells the other about the company, the selection process, and the questions that were asked. If you think that's not possible, just check it out. There are ample websites that give the questions asked during interviews. Type in your company name and interview questions. Some even quote your words word by word on a blog.
Why do we delay in writing a rejection email or call and tell the right reason (in a proper manner) to the candidate why they were rejected?
So that's it for now. I am still researching this, so if anyone finds anything or has some articles related to this, do contribute.
Regards,
Thanu Maria George