Hi All,
It is a very good practice to have, but there should be commitment from the top to drive the process.
There will be issues of implementation according to the frequency of the vacancies, still for all it can be taken as a best practice.
Good luck with implementing.
Ikraam.
(Junior member).
From Sri Lanka, Colombo
1It is a very good practice to have, but there should be commitment from the top to drive the process.
There will be issues of implementation according to the frequency of the vacancies, still for all it can be taken as a best practice.
Good luck with implementing.
Ikraam.
(Junior member).
From Sri Lanka, Colombo
Search citehr on Sending rejection Letter/mail. The topic and the merits of doing the same has already been discussed - Guess last month.
From India, Madras
From India, Madras
Hi,
Greetings for the day!:icon1:
It's really a nice place to learn and gain HR knowledge. Truely speaking, after having a 2+ years also, I was not sending the feedback to the rejected candidates, but here after going through the discussions of all HR intellectuals, I have decided to send a feedback through e-mail to each and every rejected candidate (little tough for grand walk-in). I will make it a habbit.
It would really help them to improve their weak areas as well as our brand rapport. Its again a very good idea to recall them after 3 months, as we never know the candidate may have been improved their weaknesses.
I would suggest all freshers (HR) to become the member of citehr, as they would really learn lot of things daily.
Thanks a billions to all HR intellectuals of citehr.
Regards,
Ram
Sr.Executive
H.R
From India, Mumbai
Greetings for the day!:icon1:
It's really a nice place to learn and gain HR knowledge. Truely speaking, after having a 2+ years also, I was not sending the feedback to the rejected candidates, but here after going through the discussions of all HR intellectuals, I have decided to send a feedback through e-mail to each and every rejected candidate (little tough for grand walk-in). I will make it a habbit.
It would really help them to improve their weak areas as well as our brand rapport. Its again a very good idea to recall them after 3 months, as we never know the candidate may have been improved their weaknesses.
I would suggest all freshers (HR) to become the member of citehr, as they would really learn lot of things daily.
Thanks a billions to all HR intellectuals of citehr.
Regards,
Ram
Sr.Executive
H.R
From India, Mumbai
Mr. Ram,
Its great that the above discussion is not only informative but leading to implementation as well.
Hope there will be lesser frustrated souls due to your initiative.
m Glad :)
Cheers,
Devashish.
From United States, Schaumburg
Its great that the above discussion is not only informative but leading to implementation as well.
Hope there will be lesser frustrated souls due to your initiative.
m Glad :)
Cheers,
Devashish.
From United States, Schaumburg
Hi Asha,
Will certainly search the thread.
Those just to mention we are looking for the implementation aspect as in shud we do it in practice n how; rather the format n theories.
Anyway, thanks for the info.
Cheers,
Devashish.
From United States, Schaumburg
Will certainly search the thread.
Those just to mention we are looking for the implementation aspect as in shud we do it in practice n how; rather the format n theories.
Anyway, thanks for the info.
Cheers,
Devashish.
From United States, Schaumburg
As an interviewer, the shortlisting of a candidate depends majorly on two things, one, whether I have "liked them" and two, whether I have "found them suitable". Please do try to understand the big difference between these two factors.
Those whom I have not liked, I will always shy away from giving them direct or indirect feedback. But those whom I have not found suitable, I can always tell them the reasons then and there. And, I do it that way only. It is better to tell the candidates that "your profile is somehow not matching our requirement, and hence I'm afraid we cannot take your candidature further" rather than infusing a false hope in them by saying "we will let you know"
Any feedback on my style?
Prashant
From India, Delhi
Those whom I have not liked, I will always shy away from giving them direct or indirect feedback. But those whom I have not found suitable, I can always tell them the reasons then and there. And, I do it that way only. It is better to tell the candidates that "your profile is somehow not matching our requirement, and hence I'm afraid we cannot take your candidature further" rather than infusing a false hope in them by saying "we will let you know"
Any feedback on my style?
Prashant
From India, Delhi
hi All,
i am a IT recruiter with 2+yrs rel exp & a MBA-HR(Regular-2006 pass out).my total exp in recruitment firm only.now i am looking for some delhi/ncr based corporate exposure.i want to grow myself in HR generalist profile not in 100% staffing.but no company hiring for generalist with 0 exp,in that case i am ready to compomise wd my salary.still i am not geting any good scope.can anybody guide me how should i go ahead.shall i do any course on HR generalist activities.plz help me.
if anybody can refer me somwhere i wd be grateful.
Regards
yukta:-P
From India, Delhi
i am a IT recruiter with 2+yrs rel exp & a MBA-HR(Regular-2006 pass out).my total exp in recruitment firm only.now i am looking for some delhi/ncr based corporate exposure.i want to grow myself in HR generalist profile not in 100% staffing.but no company hiring for generalist with 0 exp,in that case i am ready to compomise wd my salary.still i am not geting any good scope.can anybody guide me how should i go ahead.shall i do any course on HR generalist activities.plz help me.
if anybody can refer me somwhere i wd be grateful.
Regards
yukta:-P
From India, Delhi
dear Yukta,
Shall let you know If I come across a corporate opening in your location.
In themeanwhile, I'd suggest you to open this request as a new post - so that the views will bemore and you can expect a good response.
Thanks
From India, Madras
Shall let you know If I come across a corporate opening in your location.
In themeanwhile, I'd suggest you to open this request as a new post - so that the views will bemore and you can expect a good response.
Thanks
From India, Madras
Mr Prashant,
If we are considering the feedback as a systematic practice, there is no place for like or dislike. How wud my prejudices and stereotypes (which amount to mu likes) result in not getting a person feedback! We are the representatives of the organisation and not mere individual beings.
Morover, its not always possible to give the feedback then and there because hiring dicisions are taken by HR and technical team and there are various factors to be compared. What if U found a guy not suitable (lets say U rank him 7/10 on your "like" scale) and others are even worse which U came to know later. In that case its not a wise dicision to let go the best among the available talent pool.
Hope you got what I meant to say.
Cheers,
Devashish.
From United States, Schaumburg
If we are considering the feedback as a systematic practice, there is no place for like or dislike. How wud my prejudices and stereotypes (which amount to mu likes) result in not getting a person feedback! We are the representatives of the organisation and not mere individual beings.
Morover, its not always possible to give the feedback then and there because hiring dicisions are taken by HR and technical team and there are various factors to be compared. What if U found a guy not suitable (lets say U rank him 7/10 on your "like" scale) and others are even worse which U came to know later. In that case its not a wise dicision to let go the best among the available talent pool.
Hope you got what I meant to say.
Cheers,
Devashish.
From United States, Schaumburg
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