There are simple things every employer can do to prevent this from happening, said Karen Evans, managing director of talent management company NGA.net – such as “using clear job descriptions and qualification requirements for advertised positions.”
Evans said it was important for employers to remain in a position where they are able to provide feedback to applicants who were unsuccessful, as failing to do so could project a negative image to thousands of future candidates.
“Best practice suggests that following a face to face interview, when feasible, employers should give feedback to candidates if asked,” she told HRM.
“It allows candidates to improve and creates a positive impression of your company’s brand,” she said. “Talented candidates are more likely to apply to companies with a great image, who have a track record of respecting applicants and employees.”
“Remember an interview is a two-way process: it’s a chance for the candidate to see if they want to join the company, as well as a chance for the employers to choose a new staff member,” she added.
The inundated Australian department reportedly told thousands of interviewees that they had not been successful but would not be receiving feedback – Evans says this is a sure-fire way to deter future applicants.
A spokeswoman for the department said that the hiring process was ongoing – and would be for a while – but that 512 of the vacancies had already been filled.
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Earlier this month, Australia’s department of human services received 41,000 applications for just 1,250 jobs – this might sound like a response many HR professionals can only dream of but one expert says organizations are doing something wrong if they find themselves in this position.