There is no law that requires a potential employer to tell an applicant why they are being rejected for a certain position. Most lawyers will advise employers to give as little information as possible. Many times potential employers will just tell the rejected applicant that they did not have the necessary qualifications, or that there was another more qualified applicant who got the position in order to minimize the conversation regarding the entire subject. There are times, however, when a candidate may push for detailed information, and the employer may feel he deserves more explanation. This is likely the case if the applicant has been on more than one interview, or if they have been considered for an upper-level executive position.
If more specific information is given to a rejected applicant, make sure to follow some guidelines:
➡ Get to the point and be truthful and factual;
➡ Make sure to give legitimate business reasons, not anything that could be labeled as discriminatory;
➡ Provide ways in which the candidate can improve his interviewing techniques;
➡ Do not give more information than you are comfortable with;
➡ If the applicant makes threats, immediately stop talking and thank them for their time;
➡ Be firm, but kind.
From India, Gurgaon
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672If more specific information is given to a rejected applicant, make sure to follow some guidelines:
➡ Get to the point and be truthful and factual;
➡ Make sure to give legitimate business reasons, not anything that could be labeled as discriminatory;
➡ Provide ways in which the candidate can improve his interviewing techniques;
➡ Do not give more information than you are comfortable with;
➡ If the applicant makes threats, immediately stop talking and thank them for their time;
➡ Be firm, but kind.
From India, Gurgaon
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hi this was a great post,cause most of the times we at hr professionals dont even bother to inform the candidate that he has not been selected...i have seen this happening here...
From India, Mumbai
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From India, Mumbai
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Hi folks,
This time CHR has really focused on something that we as HR professionals often encounter. Personally, I wish I could disclose the real reason to every candidate who did not succeed in the interviews.
When I worked in a placement consultancy, I conducted interviews and typically provided feedback on the reasons for the candidate's lack of success in the interview, along with the best suggestions to improve. I was always eager to understand the reasons whenever I attended interviews that didn't result in success.
So, what are your thoughts on this?
Dips
From India, Delhi
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This time CHR has really focused on something that we as HR professionals often encounter. Personally, I wish I could disclose the real reason to every candidate who did not succeed in the interviews.
When I worked in a placement consultancy, I conducted interviews and typically provided feedback on the reasons for the candidate's lack of success in the interview, along with the best suggestions to improve. I was always eager to understand the reasons whenever I attended interviews that didn't result in success.
So, what are your thoughts on this?
Dips
From India, Delhi
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Hi,
In my opinion, HR has shed light on a very good topic. It is true that many times interviews are conducted, and the rejected applicants do not receive feedback. We should at least send a thank you letter to express appreciation for their eagerness to apply for the vacant position and provide them with reasons for their rejection. What do you all say?
Regards,
dsv
From India, Delhi
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In my opinion, HR has shed light on a very good topic. It is true that many times interviews are conducted, and the rejected applicants do not receive feedback. We should at least send a thank you letter to express appreciation for their eagerness to apply for the vacant position and provide them with reasons for their rejection. What do you all say?
Regards,
dsv
From India, Delhi
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Hi, that was a really good write-up on informing the candidates as to why they have not been selected. Most of the time, candidates are left with no clue as to why they are rejected, since they think they have done their part well. Giving a little feedback to the candidates will actually help. Great job.
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Hi, I feel that the applicant should be given a courteous reply why he was rejected. After all, this would definitely improve the image of the organization in which he was seeking employment.
From India, Madras
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From India, Madras
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I totally agree with it, but won't it be a time-consuming job? Each will have different reasons for rejecting it.
I am practicing it in my organization, and I feel it's a little time-consuming. But I agree, if there is a will, there is a way.
From India, Madras
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I am practicing it in my organization, and I feel it's a little time-consuming. But I agree, if there is a will, there is a way.
From India, Madras
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We should write a regret letter to the candidates who were rejected in the selection process for not being selected, rather than mentioning a particular reason. This may satisfy them to some extent, as everyone is eager to know about their selection status after being interviewed.
Regards,
Padmini
From India, Thana
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Regards,
Padmini
From India, Thana
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QUESTIONNAIRES- Improving the process of e-recruitment.d oc
Communication.p pt