IMPACT OF FEEDBACK ON HIRING PROCESS
If candidates take negative feedback in their stride, it can help them work on their identified weak areas
Companies should inform applicants the reasons why they were rejected as it helps them make their hiring process transparent It provides valuable feedback to the candidate It helps the candidate work on the identified ‘weak’ areas It projects a professional image of a company. Such transparent outlook may encourage candidates to work for such an employer If a company has a formal policy that communicates to a candidate why he/she was not selected, it should be based on proven assessment tools and not on whims and fancies of the recruiter Any feedback which is not substantiated by a formal assessment tool should be avoided Intention and motive should be one and should be directed at helping candidates get positive feedback for his/her development Many international and developmental organisations have a policy under which they send out such rejection letters but there are several challenges in implementing such a policy The biggest risk behind sharing a rejection feedback is that it gives a negative impression about the company and the HR person to the candidate Many candidates can get offended and accuse the company for providing negative feedback. It may also impact the bottomline of the company Some organisations do use assessment tools but still don’t share outputs as there is a lack of precedence