The Importance of Providing Feedback to Candidates
HRs should clearly give feedback to candidates regarding rejection or otherwise. This simple step will help the rejected candidate analyze where they could not effectively present their abilities to the organization. This communication will assist candidates in improving and securing jobs elsewhere.
HRs must remember that they were also candidates at some point. One of the worst experiences for candidates who are anxiously waiting to know about your decision is the waiting. A brief email, even without detailed reasons, to rejected candidates would be ideal.
From India, Pune
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3180HRs should clearly give feedback to candidates regarding rejection or otherwise. This simple step will help the rejected candidate analyze where they could not effectively present their abilities to the organization. This communication will assist candidates in improving and securing jobs elsewhere.
HRs must remember that they were also candidates at some point. One of the worst experiences for candidates who are anxiously waiting to know about your decision is the waiting. A brief email, even without detailed reasons, to rejected candidates would be ideal.
From India, Pune
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Although the proposal is very laudable, there are practical implications to consider.
Selection Committees' Practices
First and foremost, as a general practice, the Selection Committees indicate only whether candidates are selected or not, without providing reasons for their decisions. It becomes particularly challenging to determine what to indicate for candidates who fall into the grey zone, i.e., not outrightly selected or rejected.
Potential Conflicts from Providing Reasons
Secondly, by providing reasons, non-selected candidates may challenge the stated reasons, leading to potential conflicts. Skilled lawyers can manipulate words, putting the organization in the difficult position of defending its decisions.
Issue of Relative Merit
Additionally, there is the issue of relative merit. Candidates are evaluated based on their relative merit to determine who is best suited for the role. There are no absolute standards, so a candidate may have varying chances on different days.
Subjective Elements in Interviews
Furthermore, candidates are assessed in interviews not only for their knowledge but also to evaluate their personality and compatibility with the team. Therefore, subjective elements play a significant role in the selection process.
While I support the suggestion, I have expressed certain apprehensions regarding potential obstacles it may face.
From India, Mumbai
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Selection Committees' Practices
First and foremost, as a general practice, the Selection Committees indicate only whether candidates are selected or not, without providing reasons for their decisions. It becomes particularly challenging to determine what to indicate for candidates who fall into the grey zone, i.e., not outrightly selected or rejected.
Potential Conflicts from Providing Reasons
Secondly, by providing reasons, non-selected candidates may challenge the stated reasons, leading to potential conflicts. Skilled lawyers can manipulate words, putting the organization in the difficult position of defending its decisions.
Issue of Relative Merit
Additionally, there is the issue of relative merit. Candidates are evaluated based on their relative merit to determine who is best suited for the role. There are no absolute standards, so a candidate may have varying chances on different days.
Subjective Elements in Interviews
Furthermore, candidates are assessed in interviews not only for their knowledge but also to evaluate their personality and compatibility with the team. Therefore, subjective elements play a significant role in the selection process.
While I support the suggestion, I have expressed certain apprehensions regarding potential obstacles it may face.
From India, Mumbai
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KKHR, Point is well taken When I stated reason it just meant a two line mail. Thanking candidate for appearing for interview and that position is now closed due to selection of somebody else.
From India, Pune
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From India, Pune
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As a matter of fact, I feel such emails to rejected candidates will help us build a base of candidates who may feel inclined to apply again for future vacancies. They will always remember that HR informed them of the closure of the earlier vacancy and will appreciate that they didn't have to keep waiting.
From India, Pune
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From India, Pune
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I feel such descriptive emails should be sent to all candidates to identify where some candidates lack, which may be considered in the non-selected list in comparison to the selected list. It helps to identify the culture of the organization, which believes in openness and empathy toward all candidates and helps them to grow in the future.
Even candidates can make some improvements in themselves so that they can apply for the position again in any other company. It will also show how that candidate will take the criticism and develop from it in the future.
From India, Chandpur
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Even candidates can make some improvements in themselves so that they can apply for the position again in any other company. It will also show how that candidate will take the criticism and develop from it in the future.
From India, Chandpur
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