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HRM CA | 21 Jan 2015, 08:00 AM Agree 0
In ideal world, we'd all give feedback to our failed candidates - but is it really worth it? It seems industry experts have differing opinions...
  • Kristopher | 21 Jan 2015, 10:55 AM Agree 0
    I could not agree more with Carol Quinn's comments on training the interviewers' to spot the best talent. This is an enormous problem and it sets the company back every time less than the best candidate is hired.
  • Kent | 21 Jan 2015, 11:31 AM Agree 0
    I think providing limited feedback is good. I don't go into too much depth in regards to answers and what we are looking for but if we felt that the candidate was good and we would have considered them then it is good to leave them on a positive note. We had a position where the number one choice was head and shoulders above the rest but the number two candidate we liked. We left it on a positive note and told them to apply for other opportunities. It turned out that our original candidate lasted in the job for 2 months before finding permanent employment elsewhere. I was able to call the second candidate to inquire if they were still interested in working here and hired them right away. We would have had to go through the entire interview process again, instead we had training crossover time and no gap in the position. A win-win situation!
  • Kellie | 25 Jan 2015, 02:30 PM Agree 0
    If someone actually comes in and does an interview, I think they deserve to hear back from the employer. I don't typically give them any advice - I just say that someone better qualified got the position. If they ask me what they could have done better, I typically say they didn't do anything wrong (because I agree with Carol's comment about training people to become better at how to ace an interview) but I at least return their call or email. I also completely agree that interviewers need better skills at finding the right people for the job. But - for the sake of the employer's brand - I think a response is not only appreciated but is respectful. I will say in advertisement that only those selected for an interview will be contacted so that every applicant isn't calling.
  • Joanne | 26 Jan 2015, 01:46 PM Agree 0
    I agree with Kent. Always leave the candidate with a good feel for your company because if the successful candidate does not work out you can go to the 2nd. Quite often there is not that much between the 1st and 2nd candidate.
  • harrist | 19 Dec 2016, 09:44 PM Agree 0
    last week I apply to some company for seo position! I fails , and not get the jobs! and then I curious and asking the HR , via email! I wait about 3 day, and she said she appollogy for late response! she explain why I fails and etc. I think its cool, and to be honest, I don't really care why I failed! :) good news I feel she appreciate me! cause if not ;) well, I have million of reader, so I can give negative review about their company! I am sure a few percent will read my articles! but moral story is, give good impression, if some applicant ask, and tell something good! it could be change your company into good advertisement! and we all know, advertisement can give significant Impact! whether its good or bad!
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