5 ms·
Categorically. If the applicant has taken the effort to come and interview with us and we decide not to proceed then as a rule I will always give full and frank
by Peroni 13y ago
Categorically. If the applicant has taken the effort to come and interview with us and we decide not to proceed then as a rule I will always give full and frank feedback as to why we came to our decision. Sometimes the feedback is hard to swallow but occasionally I'll get an applicant who challenges our decision and we will genuinely reconsider if they present a valid argument.
- willvarfar 13y agoThis could be a US thing but you should avoid giving a why you reject a candidate because you are opening yourself up to litigation. All companies big enough to have a policy on this have a "I'm afraid we don't have a position to offer you at this time" -kind of stock reply for this reason. If there's any follow-up at all its purpose will be to leave the candidate with a good impression, not to give the candidate any actual information. I've even known companies to say "I'm sorry, we don't discuss specific cases" and post a t-shirt to candidates who ask why.
- Peroni 13y agoWell we're UK based and the fear of litigation is certainly a lot smaller. Obviously there is always a concern that a candidate will have a significantly negative reaction to a rejection but I spend a lot of time with all candidates who go through our interview process and build up a lot of rapport with them so I like to hope that they don't take the feedback personally.
- polymatter 13y agoI expect you'll agree that most UK companies don't do this though. Even for small companies, most won't give any feedback.
- Peroni 13y agoUnfortunately this tends to be the case more often than not. I don't think it's out of fear of litigation, I think it's simply laziness and pointless HR process.