How 'Recruiters' must start providing feedback to candidates they don't select !

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The process of looking out for a new job is quite an extensive and desperate one for majority of employees. As long as they are getting their promotion and hikes they are contended and majorly don't have a career plan. 
(Pic Credit: iStock)


Once the desperation kicks in, they start updating their resume, cover letter, updating in various job portals, keep looking for new job postings, send to recruiters, contact known networks. 



While employees brush their technical skills and start applying to companies / positions based on their interest, many are not choosers. People who have reached peak of frustration just needs an offer to jump (without realising that they might have to go through the same but after a while).  Recruiters schedule  2 to 3 rounds of interview with candidates and level of preparation increases with each level.  The eagerness of result awaits the candidate checking with inbox frequently, picking every call from unknown numbers. When reached out the most common answer "We will call you back" and they never do. 

 But when candidate is not selected, the recruiter makes no effort in informing him / her. When recruiter has made decision to not recruit the candidate for a particular reason, why don't they take a few mins to give the candidate feedback on why they weren't selected. Many would argue with point that, when candidate is not joining us why take the time and effort to provide the feedback. Also, in few cases when the employee might not agree with the reason for not selecting and therefore would only create more ruckus in writing back. In few companies the policies itself doesn't allow to give feedback due to legal liabilities. 

Have we ever wondered "Why" recruiters don't prefer to provide feedback ?  

Providing feedback to candidate can open a can of worms. Especially when recruiter is not trained enough to provide feedback in right way. Although the intention is good, articulating the feedback in right manner is important. 

 So, rather spending time in articulating the email, recruiter can always call up candidate and give feedback. Some of the candidates can be good and join the company at latter stage and therefore, it is important to not allow negative impressions to be formed. 

Every candidate deserves the authentic feedback for their effort and interest to join. Providing them feedback just displays the companies culture on respecting each other's time and giving them an opportunity to improve.

What's your thought ? Please do share and lets give everyone a chance to improve. 

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