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Right to information
Human Resources » Ethics & Values


Chrm Message From: senthil.m Total Posts: 43 Join Date: 27/05/2007
Rank: Executive Post Date: 15/10/2008 22:42:21 Points: 215 Location: United States

Dear Professionals,

Being a HR, I wonder why aren't we giving back the feedback about the interview status to the candidates who have attended the interview.

We shouldn't forget the pain he has taken to attend the interview and the mental upset he has undergone during the process of interview.

Well Is this because we are not concerned about it or a sentimental feeling not to hurt the candidates by giving the negative feedback.

If Hr can do miracles, then why this is left out?

We all can give answers as to this does not work out, or it is not our company's policy and so on.

But it is now vital to think about the individuals growth who is not an employee yet.

By giving the interview feedback, we are actually helping the candidate to identify the areas where he need to develop. (in a positive way)

But I can't understand why HR people are not doing this.

I mean to say though we talk about Best HRM practice, and we are still lacking in this aspect.

I wish people to talk about this a lot..

Moreover the RIGHT TO INFORMATION ACT gives the right to every individual to know information from anyone.

So wen a candidate attends the interview, and if u say i will get back to him in couple of days, you should attend to him and give him the status. (whether he is selected or not)

Otherwise the candidate has full right to know why he has been rejected.

If the employee does not give proper response, the candidate can sue him legally. Also, one can check out www.righttoinformation.gov.in

Your say ??

Senthil

Chrm Message From: masterhr Total Posts: 32 Join Date: 27/05/2007  
Rank: Executive Post Date: 15/10/2008 22:44:26 Points: 160 Location: United States

Hi

Greetings Agree to what you say and i aslo belive that with Right to information not only Govt sectrs , PSU's but also Pvt Orgnisation come under the same scope of right to information.

In case any candidate who has come for interview , and after interview if he has benn told That we will let u later does not not give good impression as now with right to infomation any candidate can use he right also, if The Hr or the Organisation reject the candidate ion the basis of his Salry bracket then also the hr and the orgaisation should clear it self that what they need and what is their minmum braket in terms of Salary , Position , job responsibilities etc.

What i believ it is much better if the canidadte is given fedback that he is rejected on certain grounds on the day he come for interview or in 48 Hrs after the interview. As once the pvt sector and specially the Hr is also under the prview of right to infomation then it will create the issue of feedbackls and grounds .

So ther should be a STANDARD SET IN THE HR INDUSTRY FOR THE SAME..

masterhr

Chrm Message From: ronald Total Posts: 28 Join Date: 27/05/2007  
Rank: Executive Post Date: 15/10/2008 22:47:13 Points: 140 Location: United States

I am responding becoz I am also part of the recruiting process.

You are right that the Right to Information has certain legal provisions for suing etc.

You are also right when you say best HR practices includes informing the candidates as to the reason for not selection. Even HR books say... when you refer to
"Recruitment" section the practices one should follow on the candidates not getting selected....

Pls try to understand the following :

Gone are the days when the department are large. Mundane activities are done away with and Lean set up is in.

There are multiple position to be filled-in in large organisation at all times.

HR professionals who are in recruiting get huge number of applications on a regular basis.

Atleast 50% of the applications are irrelevant. With e-mails quite a number send the application even if they do not qualify becoz they do not loose anything.

Screening, shortlisting, calling for interviews etc etc is a tedious process.

After the interview quite a number of candidates keep calling enquiring the outcome. This happens even at higher positions.

Today the pressure is on Recruiting and retaining !!! There is no guarantee that the selected person will join on the date stated.

Organisations always face a gap between the need and the availability.

In such a scenerio the best answer is "I will get back to you"

Remember that everyone is taking pains to complete their deadlines.

There is no gain without pain. and Pain is no excuse to threaten with a legal action.

Such threat is a sure shot for failure.

Cheers

Ronald

Chrm Message From: nagarajan Total Posts: 35 Join Date: 27/05/2007  
Rank: Executive Post Date: 15/10/2008 22:48:40 Points: 175 Location: United States

Hi Ronald,

For a moment try to imagine yourself on the other side (Candidate).Wouldn't you be appalled to hear a steroetype reply "I will get back to you" from the recruiter?.As HR professionals we should instill transparency & fairness in our processes.We should make it a point to communicate the actual status of the candidature to a candidate.Afterall the candidate has also made his effort in appearing for the interview.There will always be pressures on recruitment function but that is no excuse to ignore the above aspect.We can at least send out a polite e-mail communication to the rejected candidates thanking them for applying to the organization and express our inability to offer them the position due to their profile not commensurating with the position.

Chrm Message From: srini Total Posts: 163 Join Date: 27/05/2007  
Rank: Leader Post Date: 15/10/2008 22:50:07 Points: 815 Location: United States

There is a correction. RTI is not applicable for pvt organisation. They are not obliged to provide info under the act. It is only public authorities except those exempted under Schedule-II of the act who are susceptible to the whims of RTI.

srini

 
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