Hi, That’s true we have to say everything on same time so a candidate will be more clear rather then waiting for a call.We should have a transparent system. Carry on. :D
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Hi, Deepthi,
You have raised a very important topic. I was also thinking about the same since recruitments are ongoing in my organization. I have important information regarding the post-interview issue.
Regards,
Ratandeep Kaur
From India, Delhi
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You have raised a very important topic. I was also thinking about the same since recruitments are ongoing in my organization. I have important information regarding the post-interview issue.
Regards,
Ratandeep Kaur
From India, Delhi
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Dear Deepti,
In fact, there are a few reasons behind this, and a few of them are... Maybe the candidate is so frustrated from giving interviews continuously that if you directly tell him/her that he/she is not selected, in that case, he/she can do anything. He/She can take any dangerous decision. Also, refusing directly would not be mannerly.
I have a few reasons to tell you, but due to a shortage of time, I could not write more. I will tell you later.
Regards,
Anil Tomar
From India, New Delhi
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In fact, there are a few reasons behind this, and a few of them are... Maybe the candidate is so frustrated from giving interviews continuously that if you directly tell him/her that he/she is not selected, in that case, he/she can do anything. He/She can take any dangerous decision. Also, refusing directly would not be mannerly.
I have a few reasons to tell you, but due to a shortage of time, I could not write more. I will tell you later.
Regards,
Anil Tomar
From India, New Delhi
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It hurts a lot for a candidate to hear that he is not selected. No one likes to hear NO, which is a general human nature. From the facial expressions of HR and by the tone in which the HR says "we will get back to you later," the candidate understands the hidden meaning, i.e., he is not selected. But if tomorrow there is no candidate for the HR, he can always call back the candidate to whom he said, "we will get back to you later." At this time, if the candidate is still searching, he will thank his stars. This situation creates a win-win situation for the HR only, not for the candidate.
You know what, I once gave a telephonic interview and got a call for a personal interview after 3-4 months. This clearly gave me the idea that they must have selected someone who left after 3-4 months. So, the next candidate, i.e., I, was told that the opening is still available, and I can attend the interview.
Here, I very diplomatically increased my CTC and mentioned that to attend the interview, I would need traveling expenses. Since then, I have not heard from them. Probably, they must be flabbergasted by my reply.
The best practice is after finalization, a letter needs to be sent to rejected candidates, mentioning that they are not fit for the job or are not suitable.
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I have corrected the spelling, grammar, and punctuation errors in the user's input and ensured proper paragraph formatting.
From India, Pune
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You know what, I once gave a telephonic interview and got a call for a personal interview after 3-4 months. This clearly gave me the idea that they must have selected someone who left after 3-4 months. So, the next candidate, i.e., I, was told that the opening is still available, and I can attend the interview.
Here, I very diplomatically increased my CTC and mentioned that to attend the interview, I would need traveling expenses. Since then, I have not heard from them. Probably, they must be flabbergasted by my reply.
The best practice is after finalization, a letter needs to be sent to rejected candidates, mentioning that they are not fit for the job or are not suitable.
---
I have corrected the spelling, grammar, and punctuation errors in the user's input and ensured proper paragraph formatting.
From India, Pune
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Innovative HR Practices-.doc