Candidate Feedback
Priya Srivastva
Talent Acquisition - Leadership Hiring - Employer Branding - Special Projects
The other day I was at the Airport receiving a family member when a gentlemen on the table next to me was vehemently pleading to his Recruiter to inform the candidate with due feedback as to why he was not selected. His concern was genuine. I have heard friends complain so many times as they have no idea as to why they were not selected for a role.
For ages we have talked about improving the recruitment process, the on-boarding process; we talk of candidate experience management – however one area that still reels under great neglect is the candidate feedback mechanism. It is not uncommon today to receive hundreds of applications for a job posting. As recruiters, it is not easy to manage such volume. This however is no excuse to ignore the candidates who are not suited to the role.
Once we post a job, it is our responsibility to deliver due feedback to all the applicants. At least that’s what professionalism and curtsy dictate. Without going too much into the why’s and what’s , I am listing below some suggestions that we as recruiters can follow to truly manage candidate experience for both selected and not suitable candidates.
- Auto-Responders : Owing to the sheer volume of applications, most companies now days have an active auto-responder that duly informs candidates of the next steps and actions.
- Personal Feedback : Not all candidates come through bulk applications. Many a times we are contacted directly by a candidate or we may receive a reference. In such instances it is an absolute must to get back to the candidate by phone / e-mail and explain the reasons for not getting selected.
Giving Quality constructive feed backs not only projects a very positive image of the company on the applicants mind, but also improves us as recruiters and gives us a chance to truly realize our reasons for selection and rejection. It helps us become better recruiters as we delve deeper into understanding the job role. For the applicant, it gives something to take home and work upon to improve chances for next interviews.
Communication I PR I Marketing Manager I Category Manager I Brand Manager I Product Manager I for consumer industries.
8 年Atlast , someonme understands that applicants are humand too in need of job and deserve the recruiters little attention to let let them know why they were not selected... Many thanks Priya to be on candidates side also..