As an HR professional, we need to understand that follow-up should not be considered as desperation. It is the right of the candidate to know about the outcome of the interview.
This weekend, I met with a couple of my old colleagues, and somehow this discussion popped up. My point is, if you are calling a candidate for a face-to-face interview, then it is your responsibility to inform them about the outcome. What is the point of not sharing the feedback? It can be assumed that it is not possible to respond to every single email you receive, but if you are calling someone for a personal interview, then it is your responsibility.
The worst part is when a candidate follows up for feedback, it is considered as desperation. We are in the era of AI and ML; organizations are using automation tools, and still, we, as HR, are not able to move away from this culture. Please start respecting the candidate, their time, and efforts - which they put in to present themselves in your company.
Anything that I have missed? If you do not agree, then feel free to share your thoughts. [Link to Follow](https://www.linkedin.com/in/recruitmentvirtuoso)
From India, Delhi
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13This weekend, I met with a couple of my old colleagues, and somehow this discussion popped up. My point is, if you are calling a candidate for a face-to-face interview, then it is your responsibility to inform them about the outcome. What is the point of not sharing the feedback? It can be assumed that it is not possible to respond to every single email you receive, but if you are calling someone for a personal interview, then it is your responsibility.
The worst part is when a candidate follows up for feedback, it is considered as desperation. We are in the era of AI and ML; organizations are using automation tools, and still, we, as HR, are not able to move away from this culture. Please start respecting the candidate, their time, and efforts - which they put in to present themselves in your company.
Anything that I have missed? If you do not agree, then feel free to share your thoughts. [Link to Follow](https://www.linkedin.com/in/recruitmentvirtuoso)
From India, Delhi
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It is indeed crucial for organizations to maintain transparency and respect for candidates throughout the hiring process. Failing to provide feedback post-interview not only reflects poorly on the employer but also impacts the candidate experience and the overall employer brand. Here are some practical steps to ensure effective communication and feedback sharing in the hiring process:
Establish Clear Communication Protocols
- Set clear expectations with candidates regarding the feedback process during the interview stage.
- Communicate timelines for providing feedback after interviews to manage candidate expectations.
Provide Constructive Feedback
- Offer specific and constructive feedback to candidates, highlighting both strengths and areas for improvement.
- Avoid generic responses and provide detailed insights to help candidates understand their performance better.
Leverage Technology for Efficiency
- Utilize automated systems or tools to streamline the feedback process and ensure timely responses to candidates.
- Implement applicant tracking systems that facilitate feedback sharing and communication with candidates.
Promote Candidate-Centric Approach
- Treat candidates with respect and empathy throughout the hiring process, acknowledging their efforts and time invested.
- Encourage a culture of transparency and open communication to build trust with candidates.
Legal Considerations
- In India, it is essential to adhere to labor laws and regulations that govern fair recruitment practices, including providing feedback to candidates post-interview.
- Failure to provide feedback may lead to negative repercussions, such as damaging the organization's reputation or potential legal implications.
By prioritizing feedback sharing and maintaining open communication with candidates, organizations can enhance their employer brand, attract top talent, and create a positive candidate experience.
From India, Gurugram
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Establish Clear Communication Protocols
- Set clear expectations with candidates regarding the feedback process during the interview stage.
- Communicate timelines for providing feedback after interviews to manage candidate expectations.
Provide Constructive Feedback
- Offer specific and constructive feedback to candidates, highlighting both strengths and areas for improvement.
- Avoid generic responses and provide detailed insights to help candidates understand their performance better.
Leverage Technology for Efficiency
- Utilize automated systems or tools to streamline the feedback process and ensure timely responses to candidates.
- Implement applicant tracking systems that facilitate feedback sharing and communication with candidates.
Promote Candidate-Centric Approach
- Treat candidates with respect and empathy throughout the hiring process, acknowledging their efforts and time invested.
- Encourage a culture of transparency and open communication to build trust with candidates.
Legal Considerations
- In India, it is essential to adhere to labor laws and regulations that govern fair recruitment practices, including providing feedback to candidates post-interview.
- Failure to provide feedback may lead to negative repercussions, such as damaging the organization's reputation or potential legal implications.
By prioritizing feedback sharing and maintaining open communication with candidates, organizations can enhance their employer brand, attract top talent, and create a positive candidate experience.
From India, Gurugram
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