Hi, I would like to know why most of the HR professionals don't give feedback. But before interviews, they call 100 times to confirm everything. If I take my life as an example: I am 26 years old, and with God's grace, my parents' blessings, and education help, I am all ready to accept that I may have not succeeded in an interview. Especially with consultancies, I feel too disheartened to receive their calls. Give me your view. I am not writing this out of frustration; I simply want to understand whether the HR people I have encountered are lazy or as kind as my mother, who chooses not to disclose my failures to me. Good day!
From India, Bangalore
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38From India, Bangalore
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Hi Doondi,
I can understand how you feel when you do not receive a callback or feedback after participating in interviews.
These are practices that need to be followed by every recruiter: source candidates, assess their level of interest, schedule interviews, follow up on interview attendance, receive feedback from candidates, and inform candidates of the results, whether they are shortlisted or not. Well-established companies have HR recruitment software (good ones) that automatically generate feedback once the status is updated on the software.
What I have mentioned so far is best practice.
Now, let's talk about reality.
Most recruiters are overloaded with work as they handle multiple job openings requiring different skill sets simultaneously while also coordinating with clients. A common problem faced by recruiters is the pressure to present more candidates to clients to increase their chances of getting one selected and earning revenue. Moreover, multiple recruitment vendors often work with the same company for the same position.
The cycle of faults begins here. Recruiters on the client end often respond by stating that they would like to see even better candidates, provide unsatisfactory feedback, or sometimes no feedback at all, simply requesting more candidate interviews. External recruiters (consultants) may not be clear on the status, leading them to focus on revenue generation by sending more resumes until a candidate is shortlisted and selected, or until the company closes the position. During this process, recruiters often fail to respond to candidates who have been interviewed. Some recruiters do not find the time to provide feedback, assuming that if they do not call back, it is understood by the candidate that they were not selected (a bad practice).
Some recruiters keep candidates on hold in the hope of using their profiles later.
These are some of the reasons for the lack of feedback.
It would be beneficial for you to review your resume, read blogs related to interviews, and make necessary changes if required. Reach out to your interviewer and request feedback as this demonstrates your interest in the job.
From India, Madras
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I can understand how you feel when you do not receive a callback or feedback after participating in interviews.
These are practices that need to be followed by every recruiter: source candidates, assess their level of interest, schedule interviews, follow up on interview attendance, receive feedback from candidates, and inform candidates of the results, whether they are shortlisted or not. Well-established companies have HR recruitment software (good ones) that automatically generate feedback once the status is updated on the software.
What I have mentioned so far is best practice.
Now, let's talk about reality.
Most recruiters are overloaded with work as they handle multiple job openings requiring different skill sets simultaneously while also coordinating with clients. A common problem faced by recruiters is the pressure to present more candidates to clients to increase their chances of getting one selected and earning revenue. Moreover, multiple recruitment vendors often work with the same company for the same position.
The cycle of faults begins here. Recruiters on the client end often respond by stating that they would like to see even better candidates, provide unsatisfactory feedback, or sometimes no feedback at all, simply requesting more candidate interviews. External recruiters (consultants) may not be clear on the status, leading them to focus on revenue generation by sending more resumes until a candidate is shortlisted and selected, or until the company closes the position. During this process, recruiters often fail to respond to candidates who have been interviewed. Some recruiters do not find the time to provide feedback, assuming that if they do not call back, it is understood by the candidate that they were not selected (a bad practice).
Some recruiters keep candidates on hold in the hope of using their profiles later.
These are some of the reasons for the lack of feedback.
It would be beneficial for you to review your resume, read blogs related to interviews, and make necessary changes if required. Reach out to your interviewer and request feedback as this demonstrates your interest in the job.
From India, Madras
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Hi Doondi,
What Getsie has stated is absolutely right; they are overloaded with work. However, no matter how busy you are, I feel you could spare half an hour of your daily time to update the candidates of the status. You could also send a standard email for this purpose. This is a must because the candidate may lose another opportunity just because they did not get feedback.
Regards,
Anita
From India, Mumbai
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What Getsie has stated is absolutely right; they are overloaded with work. However, no matter how busy you are, I feel you could spare half an hour of your daily time to update the candidates of the status. You could also send a standard email for this purpose. This is a must because the candidate may lose another opportunity just because they did not get feedback.
Regards,
Anita
From India, Mumbai
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A convenient method for companies is to publish on their websites the list of those candidates who make the grade for a job and ask all those who appear for the interview to visit their website. This will automatically inform those not on the list that they have missed the boat.
To cater to the situation where some of the selected candidates may not join, one can always publish a list of wait-listed candidates who will be individually informed about the date of joining.
From India, Delhi
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To cater to the situation where some of the selected candidates may not join, one can always publish a list of wait-listed candidates who will be individually informed about the date of joining.
From India, Delhi
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