Hi, candidates are applying for jobs through job portals or directly through the company website. Once they receive a call from the respective HR, they will attend the interview. Usually, we, as HR professionals, will not directly inform the candidate if they have been rejected. Instead, we tend to say, "Your profile will be placed on hold. If you are selected, we will contact you."
Candidate Feedback Approach
However, I believe that candidates should be aware of their actual results so that they can explore other opportunities and further develop their skills. Therefore, I prefer to convey the candidates' actual results to them. Should we continue with this approach, or should we stick to the usual slogan of "we will get back to you"?
Regards,
Saranyadevi. B
From India, Coimbatore
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1Candidate Feedback Approach
However, I believe that candidates should be aware of their actual results so that they can explore other opportunities and further develop their skills. Therefore, I prefer to convey the candidates' actual results to them. Should we continue with this approach, or should we stick to the usual slogan of "we will get back to you"?
Regards,
Saranyadevi. B
From India, Coimbatore
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Ethical Considerations in Candidate Communication
I respect the notion that you find an ethical concern in this context and try to be clear on the candidature status of applicants who are processed at your end. However, one must understand that this standby list or on-hold list is a standard procedure, if followed with caution, in the process of screening. It ensures that the deciding authorities have ample choices of candidates with matching requisite skill sets while closing the final set of positions in context. This saves a whole lot of resources in organizing a fresh round for screening.
Having said that, your firm must have some unsaid protocols on how long the candidates are put on "hold" before the TAT for closing those profiles is met. It is entirely a corrupt practice to not update the candidates about their status. This unprofessional behavior maligns the image of the firm in the long run. Before making decisions on your own, you must bring this practice to the higher management's worthy notice and make them aware of the implications it poses.
Regards.
Keep exploring!!!
From India, Kolkata
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I respect the notion that you find an ethical concern in this context and try to be clear on the candidature status of applicants who are processed at your end. However, one must understand that this standby list or on-hold list is a standard procedure, if followed with caution, in the process of screening. It ensures that the deciding authorities have ample choices of candidates with matching requisite skill sets while closing the final set of positions in context. This saves a whole lot of resources in organizing a fresh round for screening.
Having said that, your firm must have some unsaid protocols on how long the candidates are put on "hold" before the TAT for closing those profiles is met. It is entirely a corrupt practice to not update the candidates about their status. This unprofessional behavior maligns the image of the firm in the long run. Before making decisions on your own, you must bring this practice to the higher management's worthy notice and make them aware of the implications it poses.
Regards.
Keep exploring!!!
From India, Kolkata
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