No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


Rajat Joshi
100

Dear all,
Just want to know from all of you whether do you give feedback to candidate after their interviews with your organization irrespective of the results?..
Look forward to your opinion or comments.
Regards,
Rajat

From India, Pune
numerouno
12

Feedback is always offered to all candidates. Of course, we have to take care that feedback is tied closely to the selection criteria and not on some discriminatory basis.
In my experience, very few people seek feedback after the selection process, probably less than 10%.
I have sought feedback as a candidate before, and to be honest it has been so broad and non-specific that you wonder why you bothered. I always try to give examples and to talk with people about how they might met the criteria to a greater level on future occasions.

From Australia, Ballarat
umalme
11

It could be organization priviledge to give the feedback for missed ones. because of time and space constraint and for good HR process perspective providing basic prilimanry disselection feedback may enhance candidate search smooth out. I would say 'It's individual company hr policy.'
From India, Delhi
Deepali Singh
10

Hi,
I personally feel that we should give feedback to the candidates, but again it depends on the company and the culture, obviously time constraint is always there.
But still if a candidate calls back to know about the results , I dun mind giving it.
And I would also suggest consultants in this case to be active enough to provide true feedbacks to the applying candidates..
dips

From India, Delhi
dsv2500
44

Yes
In my opinion the Feedback must be given to the candidates, bcoz after the interview the candidate is not sure weather he/she is selected or not.
So, it is good to give the information about selection or rejection to the candidate.
Regards
dsv

From India, Delhi
Rajat Joshi
100

Dear all,
Thanks all for the posts...and comments..
Most of you agree that we HR Professionals should give feedback to candidates..of course you need to have systems & structure in place for that...
Would you convey if the feedback is negative about his job prospects as well? Guess this calls for coaching & sensitivity skills on our part...
Can anyone share their experience here?
Rajat

From India, Pune
umalme
11

Instead of external feedback consider a on the fly scenario of internal feedback suppose a strategic meeting or conference on marketing policy of going on when a senior project manager comments or breaks on division head or GM or CEO communication usually he/she will try to take it negatively, but it may be good before a wrong message is communicated or internalize among groups to correct it.
We are negatively programmed to negative feedback it takes time and depend and may vary...

From India, Delhi
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.