Hello Everyone, Kindly suggest me to prepare a feedback Questioner for Offer back out Candidates.
From India, Bhopal
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1From India, Bhopal
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Dear Sir, Thanks for your valuable guidance. but i am seeking to design an effective Questioner / feedback form for the same?
From India, Bhopal
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From India, Bhopal
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Taking feedback from candidates after the interview process
Taking feedback from both selected and non-selected candidates after the interview process is a good practice for any organization. However, different questionnaires need to be prepared for each group.
Questions for candidates who backed out
Some of the questions you can mention for candidates who backed out can be:
1. Rate the interview process.
2. What do you think is unique in our process?
3. Which questions seemed biased or irritated you?
4. Did we focus on any particular issue in the process?
5. Kindly specify the reasons for backing out.
6. Kindly mention if our organization or any interviewer became the reason for your backing out.
7. Share any suggestions you feel can make our process better.
From India, Noida
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Taking feedback from both selected and non-selected candidates after the interview process is a good practice for any organization. However, different questionnaires need to be prepared for each group.
Questions for candidates who backed out
Some of the questions you can mention for candidates who backed out can be:
1. Rate the interview process.
2. What do you think is unique in our process?
3. Which questions seemed biased or irritated you?
4. Did we focus on any particular issue in the process?
5. Kindly specify the reasons for backing out.
6. Kindly mention if our organization or any interviewer became the reason for your backing out.
7. Share any suggestions you feel can make our process better.
From India, Noida
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Help Me To Prepare A Feedback Questioner For Offer Back Out Candidates
From India, Delhi
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From India, Delhi
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Rather than worry about questionnaires for candidates who don't accept your offer, concentrate your efforts on fixing the recruitment and interview process to raise the caliber of applicants. Also, make sure you are offering a workplace that people WANT to work in; i.e., offering advancement, job fulfillment, decent salary, etc.
Improving the Interview Process
Your interview process should be able to weed out those only interested in money and nothing else. Secondly, no one is going to bother filling in a questionnaire. Would you if someone sent one to you? You're too busy starting your new job with another employer to worry about this nonsense.
Understanding Candidate Rejections
If you are concerned about why people don't want to join your organization, then pick up the phone and TALK to them. Develop four questions to ask, and don't waste either your or the other person's time with this. A short, sharp conversation and end the call. Many people won't want to discuss it with you, so be prepared for that. Also, be prepared to be told things that I suspect YOU WON'T WANT TO HEAR.
From Australia, Melbourne
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Improving the Interview Process
Your interview process should be able to weed out those only interested in money and nothing else. Secondly, no one is going to bother filling in a questionnaire. Would you if someone sent one to you? You're too busy starting your new job with another employer to worry about this nonsense.
Understanding Candidate Rejections
If you are concerned about why people don't want to join your organization, then pick up the phone and TALK to them. Develop four questions to ask, and don't waste either your or the other person's time with this. A short, sharp conversation and end the call. Many people won't want to discuss it with you, so be prepared for that. Also, be prepared to be told things that I suspect YOU WON'T WANT TO HEAR.
From Australia, Melbourne
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2-RECRUITMENT PROCESS-2.doc