Hi Seniors,
One of candidate had attended the interview 2 weeks back with our concern. All the rounds are gone very well but i yet to get the confirmation from the Operations Team head about the Candidate. It seems they are busy about some management meeting and QBR. So we put the status as hold for that candidate. But that candidate use to call me every day and asking for the feedback.
I am not able to tackle him because its almost near than 1 month i am giving feedback as "Its on process".
Plz advice accordingly.
Thanks & Regds,
Rosh!
From India, Madras
One of candidate had attended the interview 2 weeks back with our concern. All the rounds are gone very well but i yet to get the confirmation from the Operations Team head about the Candidate. It seems they are busy about some management meeting and QBR. So we put the status as hold for that candidate. But that candidate use to call me every day and asking for the feedback.
I am not able to tackle him because its almost near than 1 month i am giving feedback as "Its on process".
Plz advice accordingly.
Thanks & Regds,
Rosh!
From India, Madras
Dear Roshini
You talk to the operations head once, and say his very firmly that if they do not need people in their team, then you will close recruitments for that position.
Secondly tell him that the candidate shortlisted already has an offer and if you are not reverting in a day or two he will not be interested further.
The response you get from your head, will prove how serious they are about manpower in their dept.
As far as the candidate, tell him that there has been some things that have taken priority and it will take some time for the recruitments. u tell him recruitments have been on hold. tell him the truth that it will take some time. dont keep him hanging by saying that its in process. it will show very wrongly on your company's image.
Regards
Priyanka
From India, Mumbai
You talk to the operations head once, and say his very firmly that if they do not need people in their team, then you will close recruitments for that position.
Secondly tell him that the candidate shortlisted already has an offer and if you are not reverting in a day or two he will not be interested further.
The response you get from your head, will prove how serious they are about manpower in their dept.
As far as the candidate, tell him that there has been some things that have taken priority and it will take some time for the recruitments. u tell him recruitments have been on hold. tell him the truth that it will take some time. dont keep him hanging by saying that its in process. it will show very wrongly on your company's image.
Regards
Priyanka
From India, Mumbai
Hi Priya,
Thanks for your response.
But the problem with my Operation head, He need some time to confirm the offer for that candidate and he wants me to put the candidate on HOLD.
I dont know how to convey that we requied few more days to confirm the status of Interview. Because its already near than a month.
Regds,
Rosh!
From India, Madras
Thanks for your response.
But the problem with my Operation head, He need some time to confirm the offer for that candidate and he wants me to put the candidate on HOLD.
I dont know how to convey that we requied few more days to confirm the status of Interview. Because its already near than a month.
Regds,
Rosh!
From India, Madras
Hi,
I understand it is a delicate situation for you. But I feel that you need to communicate to the candidate up-front, the reason for delay. Try to find out the exact reason from your Operation Head and communicate the same to the candidate. This will put the candidate in a comfort zone. You should also give him an affirmative time frame, on or before which you need to have him on board.
"Just for the only reason that the candidate is seeking job in your organisation does not mean that he is at mercy."
From India, Madras
1I understand it is a delicate situation for you. But I feel that you need to communicate to the candidate up-front, the reason for delay. Try to find out the exact reason from your Operation Head and communicate the same to the candidate. This will put the candidate in a comfort zone. You should also give him an affirmative time frame, on or before which you need to have him on board.
"Just for the only reason that the candidate is seeking job in your organisation does not mean that he is at mercy."
From India, Madras
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