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Should Human Resource must give candidate feedback after

rejecting them? By Dr.Mahboob ali khan Phd

Think back to the last job you applied for. All that time invested in researching

the employer. Hours of rehearsing answers to difficult questions. Attending the

interview and delivering a stellar performance.And then…nothing. Total silence

afterward. At best you received an impersonal form letter saying the job had

been filled.

Would it have helped your continued job search to get feedback from the

interviewer? Of course. Also you might have been more inclined to speak well

of the company. And if you learned that you were a near miss for the offer,

you’d be apt to apply there in the future.

Which is why HR should spell out a policy for feedback to rejected candidates.

Not all interviewed applicants will ask for personalized insights. But for those

that do, you ought to have a clear, consistent policy. Because doing it right can

build bridges, while making an error could expose your company to litigation.

Benefit By Providing Honest Feedback

There are several good reasons to answer inquiries from rejected interviewees.

First and foremost, it can create goodwill between the candidate and your

company.

Applicants today have a megaphone for their reactions to how you treat them.

Leave them in the dark after they’ve worked hard to shine at an interview, and

you may have to battle criticism about your company on social media. Do them

a solid instead and gain a connected ambassador.

Creating a positive link also populates your pipeline for future hires. So

consider giving feedback only to interviewees who finish in second, third or

fourth place. Beyond that you’d mostly be giving out negative commentary,

which could come back to haunt you.

Why Most Employers Don’t Give Feedback

The majority of employers do not give official feedback to rejected

interviewees. There is a simple, legal rationale for this: it reduces the potential

for getting sued.

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Informing a candidate of why they didn’t get hired can open a can of worms.

Even if you’re intentions are good, something might slip that smacks of bias or

discrimination. For instance, telling them that you were “looking for someone

with more energy,” could be interpreted as “You only hire younger people.”

Rather than risk the backlash of a lawsuit, employers opt to say nothing at all.

The frustrated interviewee is left wondering what they did wrong. They may

end up feeling resentful. But at least you haven’t revealed anything that could

be viewed as discriminatory.

How To Give Feedback To Rejected Candidates

If you’d like to let select candidates know how they did, do so with the

following in mind:

· Avoid putting comments in writing.

Speaking to a rejected interviewee by phone can be the better way to

communicate feedback. It reinforces the personal touch. Plus it reduces the

possibility of having your exact words used against you.

· Be specific, not general.

Rather than saying “You showed a lot of initiative,” say “We really liked how

you looked up our annual report and talked about our Corporate Social

Responsibility initiatives.”

· Avoid opinions or feelings.

Emotional connection with a candidate can influence the hiring decision.

However it’s not ok to let that person know that you “liked” them, or,

conversely, that they “made you feel uncomfortable.” Those are the kinds of

biased hiring opinions that invite legal action.

· Only comment on aspects the candidate can change.

Behaviours can be changed. But things like an interviewee’s appearance,

accent, and voice can’t be. Stay clear of feedback that touches on personal

factors. Focus instead on behaviours, such as “You should have arrived on time

for the interview, or called ahead to let us know you’d be a few minutes late.”

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· Start with the positive.

The interviewee is looking for constructive insights. Don’t begin by listing all

the things they did wrong. Commence the discussion with some affirmative

observations about their behaviour, skills or knowledge. This buffers the blow

when you tell them what they need to improve on.

· Watch what you say.

Be truthful, up to a point. You shouldn’t disclose proprietary or incriminating

information.

Treat All Rejected Applicants Respectfully

Just a small portion of applicants will ask for detailed feedback. Yet everyone

you interview deserves an authentic, appreciative reply.

At a minimum, try to send all rejected interviewees a gently worded note. Let

them know how much you appreciate their effort. If you genuinely want to keep

their resume on file for future opportunities, let them know.

For the select few you wish to maintain in your pipeline, make that timely

phone call. Keep your feedback brief and to the point. Then invite the candidate

to stay in touch: rejection done sensitively can lead to a fruitful hire down the

road.