Effective Communication in Interview Feedback and Candidate Selection Process

Hi all,

Good morning!

During the interview process, we conduct various rounds to filter the candidates. While going through this process, is it necessary to inform the candidates if they are not selected? How can we effectively communicate that they have not been shortlisted?

If there is no information provided about their status, does this have any impact on the company? I would appreciate hearing your views on this matter.

Regards,
Srilatha

Feedback is a very important part of the entire recruitment process. You need to provide feedback to candidates. In case you don't have any feedback, then tell them that the position is on hold, etc.

Wishes,
EAFIL

Dear Eafil,

Thanks a ton for your prompt response! As you mentioned, feedback is crucial. However, if we notify candidates that they are on hold, could it lead them to anticipate a forthcoming call, thus strengthening their expectations?

Please clarify this point.

Regards,
Srilatha

Hello there. It is important, and not to mention good on your part, to honestly tell a candidate about their status in a selection process. If they have not been selected, you can always find out what they were lacking and convey the same to them. Sure, it isn't pleasant news to deliver, but it's just one call, and they will not harass you with numerous calls to inquire about the status of their candidature. If you keep stating that there is no update, the only logical conclusion for them is that either you're not doing your job or you're a minor player in the company who isn't worth being kept in the loop.

Feedback to all the candidates should be a must in any case. However, the practice is different in the corporate world, which is not appreciable. If you are taking initiative, it shows a high level of ethics and professional values. You can learn the way to give feedback from the BharatMatrimony site - an excellent way of declining proposals. Similarly, a set of language phrases can be framed to give feedback to candidates who are not selected.

Hello,

It is very important that you are aware of the status of each and every candidate, as every candidate will create an impression about your organization in the market/industry. The best candidates hired are the ones who come from employee references, and I also feel that how you respond to the candidates inadvertently also plays a part in retention. Retention is crucial because as you are the face of the company, anything you do reflects the company's image. So, ideally, even if you do not know the status, you can call them up and inform them that they will be addressed in some time.

It is very important, and I even believe it is our duty as a company, to inform all candidates about the outcome. Try to imagine it was yourself - wouldn't you like to know what is happening.

I also encourage candidates to call us and talk about the reason why they were not selected. We have used their time, and I believe they have a right to know why they were not selected - maybe they can work on these aspects and improve themselves in another situation.

Kind regards,

Randi

Hi all,

Thank you so much for your wonderful suggestions and time. Yes, I will make it a point to intimate the status for the candidates.

Regards,
Srilatha

It's true that if you tell people you are on hold, you are giving them a wrong impression. Therefore, I think in this case you could work on increasing communications between departments. Also, establish a procedure for feedback within the organization to find out why there are delays in receiving feedback and work on resolving them.

I have gone through this and improved my own system of working.

Regards, Uma

Hi everyone,

Could someone answer this question, please? At the end of the interview, if the interviewer asks when the candidate can join work and also states that he/she would positively expect a call on a specific day and at a specific time, does it mean that the interview went well and the candidate will be selected?

Kindly help me with this.

Hi everyone,

Could someone please help me with the below question? Yesterday, I attended the interview (technical one) for a 4-6 years Mainframes position. At the end of the interview, I am very confident about my selection, since I did my interview very well.

After a day, I called the HR (from whom I initially got the interview call) to know the interview status. He said, "My status is still on hold." What does that mean? Upon hearing the status, I was a little surprised.

I am very sure about my candidature; it looks like a right fit for the position. Is it the HR's responsibility to send feedback to the candidate?

Could someone please help me in this regard?

Thanks in advance,
Cortedel