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Should Interview Feedback be given to Candidate ?
Human Resources » Recruitment & Staffing

Chrm Message From: dhody.sameer Total Posts: 18 Join Date: 18/06/2009
Rank: Executive Post Date: 12/01/2011 03:58:01 Points: 90 Location: India

Dear HR Professionals,

I would like to invite your view for interview result. When the interviewee is not qualifying for a particular position is it not the interviewer responsibility to give proper feedback. I mean why he / she has been rejected.

I strongly believe that proper result should be given to the person whom u r not hiring so that he / she can improve in that particular area. But yes, it should not be in negative manner.

Please let me know your view.



Chrm Message From: prakash.hingorani Total Posts: 11 Join Date: 18/06/2009  
Rank: Executive Post Date: 04/09/2012 05:01:54 Points: 55 Location: India

Dear all,

So far the comments of the esteemed  professionals have been a great reading. Nonetheless, I am looking for more views from other people too bcoz it is not only for HR people, it is for all those people who are involved in recruitment whether they are part of HR or not as somebody said in small company HR department does not exist but I gauge hiring and selection are the part of every company whether big or small.

My idea is to know whether it will be good to give feedback or not. Is it practically posible or not ?. As far as I am concerned I feel one line feedback will do if the
hiring is done in bulk.

Let me your views.



Chrm Message From: sunilseth Total Posts: 7 Join Date: 18/06/2009  
Rank: Beginner Post Date: 25/09/2012 01:07:59 Points: 35 Location: India

What needs to be understood is what feedback and how it should be given... it requires a little rigor in advising both the selected candidate and non-selected candidates. A casual feedback can be disastrous for a candidate career while a structured and encouraging feedback will boast his morale, isn’t HR all about Human Relations in first place...

Care should be taken specifically who are first timer as any feedback good or bad could be detrimental. While at senior level it becomes difficult if you yourself are not experienced in the respective business domain.

It also directly impacts your branding as individual and also employer branding.

Chrm Message From: ugk Total Posts: 1 Join Date: 18/06/2009  
Rank: Beginner Post Date: 21/10/2012 03:02:20 Points: 5 Location: India

I agree with the view pooint of HR professional that feed back of disqualification to the interviewee should be shared, howoever, it is significantly important that only feed back is given, negtive observations be avoided to share  with applicant, though as said previously it will cost you some extra time but at the same time it gives applicant a chance to improve his/her shortcomings and ensure those are not repeated again in any future interview.

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