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If someone in your company is screwing up, you always want to know. Now whether you want to take action or not, may vary depending on the situation. Sometimes
by Mamady 15y ago
If someone in your company is screwing up, you always want to know. Now whether you want to take action or not, may vary depending on the situation.
Sometimes it's a difference of opinion - if you are getting lots of applications, should the HR person waste time responding to failed candidates, instead of sourcing more candidates? Maybe you think they should - and it's not a waste of time, but rather common courtesy - if so, point it out to them.
I think as a CEO, it's important you set certain policies where you think the industry standard may not be aligned with your company standards. Then make sure you communicate these policies to your staff.
- kingofspain 15y agoshould the HR person waste time responding to failed candidates, instead of sourcing more candidates? It isn't so difficult to BCC a big list of failed candidates a form letter to say thanks but no thanks. It's a little impersonal but I'd much rather know than sit around wondering if anything will ever come of it - and given some stories I've heard about 2-3 month response times for successful applicants, that's a lot of fingernails you can save.