Hi friends/seniors,
:idea:Many a times we have been told over the completion of the interview, "we will let you know (the result)" and similarly we wud also have told to our interviewees. But its very rare that we come to know/ let the candidate know if the result is negative.
Giving the feedback is even rarer (so that the candidate may improve himself/herself for further opportunities).
:?:Is this a good practice, as in theory we always say to provide feedback after every interview.
:icon11:Your valuable suggestion/comments please!
Cheers,
Devashish.
From United States, Schaumburg
1:idea:Many a times we have been told over the completion of the interview, "we will let you know (the result)" and similarly we wud also have told to our interviewees. But its very rare that we come to know/ let the candidate know if the result is negative.
Giving the feedback is even rarer (so that the candidate may improve himself/herself for further opportunities).
:?:Is this a good practice, as in theory we always say to provide feedback after every interview.
:icon11:Your valuable suggestion/comments please!
Cheers,
Devashish.
From United States, Schaumburg
you are right. You can prepare a letter to each candidate showing the areas need to be improved and send to them. Shows good results:-P:-P
From India, Kochi
From India, Kochi
Dear Soju,
Anyway we take notes while interviewing, the same could be mailed to the candidates. This will not only help them but create a goodwill for the organisation as well.
:!:(This may not work with the "grand walk-in" though)
Cheers,
Devashish.
From United States, Schaumburg
Anyway we take notes while interviewing, the same could be mailed to the candidates. This will not only help them but create a goodwill for the organisation as well.
:!:(This may not work with the "grand walk-in" though)
Cheers,
Devashish.
From United States, Schaumburg
Dear Dev, Why the letter is not helpful to them? Can you clarify that point? Do you have any experiences. Soju
From India, Kochi
From India, Kochi
soju ,,
letters and email are the same,, even though way is different but the matter is the same and dev mentioned to take notes so that afterwards the HR can expand the points..
and the people who dont intimate candidates ask urself that you are spoiling candidates time, and fooling candidates :icon7::icon7:
From India, Pune
letters and email are the same,, even though way is different but the matter is the same and dev mentioned to take notes so that afterwards the HR can expand the points..
and the people who dont intimate candidates ask urself that you are spoiling candidates time, and fooling candidates :icon7::icon7:
From India, Pune
Dear Ravi, I mean letters as to emails. I said definitely inform to candidates about his areas needs to be improved. Ravi any doubt? :-P:-P:-P:-P
From India, Kochi
From India, Kochi
Dear Ravi, What you think of HR Functions and what would be an ideal HR Professional be? :-P:-P
From India, Kochi
From India, Kochi
Deat Soju,
I never said that "letter is not helpful to them", the candidates. I said email coz its the preferred medium these days. And difficult during walk-ins coz U will end up sending feedbacks only.
Cheers,
Devashish.
From United States, Schaumburg
I never said that "letter is not helpful to them", the candidates. I said email coz its the preferred medium these days. And difficult during walk-ins coz U will end up sending feedbacks only.
Cheers,
Devashish.
From United States, Schaumburg
:idea: Thus, in my opinion we should not only provide the feedback to the candidates within a limite dperiod (say 2 days) but also state our policy of re-applying after 3 months or so. If the candidate comes after 3 months, he would not only have worked on his weeknesses but also chances of selection will be hire and vl stay longer thanks to the rapport maintained by the company even when he was rejected.
:!:Seniors your comments plz.
Cheers,
Devashish.
From United States, Schaumburg
:!:Seniors your comments plz.
Cheers,
Devashish.
From United States, Schaumburg
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