hi all,
If a person attends an interview and doesn't get selected, why does HR go to the person and say 'we will get back to you'. This happens in many companies. infact even i did. i was told that in case you don't get better one we can call the same person back. Is this the reason or is there any other reason ?
Instead we can directly say the truth and i feel this helps when we need to call him once again after 6 months. The candidate may feel he got other chance.
Please enlighten me .If anything wrong in what i asked please forgive me
regards
Deepthi
From India, Bangalore
1If a person attends an interview and doesn't get selected, why does HR go to the person and say 'we will get back to you'. This happens in many companies. infact even i did. i was told that in case you don't get better one we can call the same person back. Is this the reason or is there any other reason ?
Instead we can directly say the truth and i feel this helps when we need to call him once again after 6 months. The candidate may feel he got other chance.
Please enlighten me .If anything wrong in what i asked please forgive me
regards
Deepthi
From India, Bangalore
Hi Deepthi,
What u said is correct, mainly the reason is company still has a chance to call the person if they don't find a suitable candidate.
Another reason could be some more interviews are pending , so decision regarding shortlisting is taken at a later date after completion of interviews.
Another reason could be it dosen't look good to say no on the face sometimes, so we will get back to you is a very common answer.
Enjoy,
Harshad
From India, Mumbai
What u said is correct, mainly the reason is company still has a chance to call the person if they don't find a suitable candidate.
Another reason could be some more interviews are pending , so decision regarding shortlisting is taken at a later date after completion of interviews.
Another reason could be it dosen't look good to say no on the face sometimes, so we will get back to you is a very common answer.
Enjoy,
Harshad
From India, Mumbai
Hi,
My experience when i used to select candidates for a call centre.
if you don t find a candidate suitable than clearly tell him/ her where he/she is lagging behind and how to improve on that. its my experience that 90% candidates take this sportingly and leave with a smile on the face.
i have seen number of candidates who were rejected first time in the interview and second time they have left with offer letter in hand because they had understood thier weakness, worked on that and improved drastically.
this might seem unprofessional practice to someone but after all "Manage Men Tactfully" thats what management says.
Regards,
Prerak Vasavada
From India, Ahmadabad
My experience when i used to select candidates for a call centre.
if you don t find a candidate suitable than clearly tell him/ her where he/she is lagging behind and how to improve on that. its my experience that 90% candidates take this sportingly and leave with a smile on the face.
i have seen number of candidates who were rejected first time in the interview and second time they have left with offer letter in hand because they had understood thier weakness, worked on that and improved drastically.
this might seem unprofessional practice to someone but after all "Manage Men Tactfully" thats what management says.
Regards,
Prerak Vasavada
From India, Ahmadabad
hi Prerak Vasavada,
thats wonderful. many times even i do that. even i don't know whether it professional or not. but when i put myself in opposite persons shoes i feel not to make him wait for a negative reply, instead clear it right then and there in a tactful manner , where the candidate comes out of the tension and get ready for the other in a better way. I feel this better way.
some more views on this please so that we can learn more.
regards
Deepthi
From India, Bangalore
thats wonderful. many times even i do that. even i don't know whether it professional or not. but when i put myself in opposite persons shoes i feel not to make him wait for a negative reply, instead clear it right then and there in a tactful manner , where the candidate comes out of the tension and get ready for the other in a better way. I feel this better way.
some more views on this please so that we can learn more.
regards
Deepthi
From India, Bangalore
Hi Deepti,
I have earlier mentioned that 90% candidates left with smile on their faces even after rejection. now let me talk about other 10%, some how they couldn't digest rejection and started,
1. crying
2. requesting for another chance
3. offering bribes to clear them
4. Scolding
lets not talk about 3rd and 4th point as it does not show character. those who started crying or requesting for another chance i used to ask them in friendly manner why they were doing so?
Usually, main reason behind their behavior was financial crises in family so they were desperate to do job. this kind of persons have great strength of doing hardwork, handling pressure and usually they are very committed also.
i used to collect their resumes and give it to my personal references to find another job for them.
Again this might be an unprofessional practice but i can t see a person leaving my company with heavy heart and tear in eyes. i want every one to depart with positiveness and hope in heart. i don t know whether this was right or wrong, professional or unprofessional but HRM doesn t only mean "Human Resource Management" it also means "Human Relationship Management"
Regards,
Prerak
From India, Ahmadabad
I have earlier mentioned that 90% candidates left with smile on their faces even after rejection. now let me talk about other 10%, some how they couldn't digest rejection and started,
1. crying
2. requesting for another chance
3. offering bribes to clear them
4. Scolding
lets not talk about 3rd and 4th point as it does not show character. those who started crying or requesting for another chance i used to ask them in friendly manner why they were doing so?
Usually, main reason behind their behavior was financial crises in family so they were desperate to do job. this kind of persons have great strength of doing hardwork, handling pressure and usually they are very committed also.
i used to collect their resumes and give it to my personal references to find another job for them.
Again this might be an unprofessional practice but i can t see a person leaving my company with heavy heart and tear in eyes. i want every one to depart with positiveness and hope in heart. i don t know whether this was right or wrong, professional or unprofessional but HRM doesn t only mean "Human Resource Management" it also means "Human Relationship Management"
Regards,
Prerak
From India, Ahmadabad
hi parekh, that is a good quote. dont know if it is right in profession. :? :( :?: Deepthi
From India, Bangalore
From India, Bangalore
Hi Deepthi,
yes even i know that this might not be right in profession but it gives me great satisfaction. i have talked with my boss regarding this and he has also appreciated this so still i am following the same tactics.
Pls. let me know, is it wrong, if for a minute i put aside my professionalism and help someone to get settled down in life.
Regards,
Prerak
From India, Ahmadabad
yes even i know that this might not be right in profession but it gives me great satisfaction. i have talked with my boss regarding this and he has also appreciated this so still i am following the same tactics.
Pls. let me know, is it wrong, if for a minute i put aside my professionalism and help someone to get settled down in life.
Regards,
Prerak
From India, Ahmadabad
I am a newbee of the site but what I am doing for rejecting or/and ranking candidate as "stand-by" employee as below:
1/ We have the shcedule for every interview with interview date & confirmation date
2/ After the interview we let candidates know date she/he will get result
3/ We send the thank saying letter to them by mail with individual result
4/ Some candidated dint appointed yet would receive a thank saying with sentence" ........ we'd a high impression to yr knowdelege & experiences but we found out that some of it not match our requirements such as:........And we hope that in our next interview campaign on ......you're still interested in our vacancy....
Something like that....
pls share to me your ideas on this
Regards,
thach_thien1972
[/quote][/i]
1/ We have the shcedule for every interview with interview date & confirmation date
2/ After the interview we let candidates know date she/he will get result
3/ We send the thank saying letter to them by mail with individual result
4/ Some candidated dint appointed yet would receive a thank saying with sentence" ........ we'd a high impression to yr knowdelege & experiences but we found out that some of it not match our requirements such as:........And we hope that in our next interview campaign on ......you're still interested in our vacancy....
Something like that....
pls share to me your ideas on this
Regards,
thach_thien1972
[/quote][/i]
Dear Deepthi,
Very important topic you have raised.
This is what I practice:
If the candidate is shortlisted: I tell him straight away and tell him that we will call him again for second round.
If the candidate is potential: I tell him/her straight forward that I cannot process your application for this profile due to some reasons (I also share the reasons with him/her) and will process it for future openings.
If the candidate is rejected: I tell him that if he is being shortlisted, then he would get a call in 3 days and if he doesn't get any such call, then he can conclude that he has not been shortlisted.
The main objective is as someone mentioned above: Not saying NO to anyone on his/her face. I consider saying NO is discourteous.
Regards,
Ajay Gandhi
From India, Chennai
Very important topic you have raised.
This is what I practice:
If the candidate is shortlisted: I tell him straight away and tell him that we will call him again for second round.
If the candidate is potential: I tell him/her straight forward that I cannot process your application for this profile due to some reasons (I also share the reasons with him/her) and will process it for future openings.
If the candidate is rejected: I tell him that if he is being shortlisted, then he would get a call in 3 days and if he doesn't get any such call, then he can conclude that he has not been shortlisted.
The main objective is as someone mentioned above: Not saying NO to anyone on his/her face. I consider saying NO is discourteous.
Regards,
Ajay Gandhi
From India, Chennai
Hi Deepthi,
Its a good practice on the part of the interviewer to tell the candidate about his shortcomings, so that he can develop himself.
Most people see this as a beneficial & constructive criticism, that helps them to develop in future.
That they will be contacted later will be appropriate if there is a chance of calling them for subsequent interviews or selection.
Regards,
Deepankar
From India, Panaji
Its a good practice on the part of the interviewer to tell the candidate about his shortcomings, so that he can develop himself.
Most people see this as a beneficial & constructive criticism, that helps them to develop in future.
That they will be contacted later will be appropriate if there is a chance of calling them for subsequent interviews or selection.
Regards,
Deepankar
From India, Panaji
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Post Interview.ppt
The post-interview etiquette.pdf