While there are few other ways to increase the company’s face value, it is the word-of-mouth publicity of the organization as a workplace that honours the candidates and employees that goes far. This increases the brand value of the company in the market. Giving the feedback actually takes very little time while the impact of this activity lasts forever. Informing the candidates that they are not selected and giving them feedback about their performance through the selection process is not as long an endeavour as it might sound. But the growth attitude that is embedded in them may stay with them for a long time and shape their career and lives in general as well. These candidates may or may not come back to the same company for an interview in future. It provides opportunities for the employees to improve and come back to take the reward for the same, another time, another place. Offering feedback after interview promotes a lifelong learning attitude in an individual. Doing so offers them growth instead of just a dead end. The candidates can take interview feedback positively and come back stronger with polished skills in the future. They can look into what really could have gone wrong and what are their areas of improvement until the next interview. When the candidates are given feedback about the interview performance and the areas they can improve on, this actually becomes a point of introspection for them. Feedback helps the candidates build the skills they lack This reflects the values of the organization: of honouring the dignity of individuals, irrespective of their recruitment status.ģ. So, when the candidates are informed that they have not been selected and are given feedback on their interview, they get some insight into what did not work for them. It is, therefore, certain that they will be interested in hearing from the company. When a candidate applies to your company, they invest their cognitive resources on the application. The interviewers (essentially, employees of the organization) who believe in giving feedback actually strive to do better in their day-to-day tasks and do them more mindfully than working on autopilot mode. This not only shows strong values based on an individual’s qualitative development but it also parts values to those involved in the interview process. It also acts as a courtesy information service to the candidates who appeared for an interview by offering some closure. When a company informs the unsuccessful candidate about the decision taken by the company along with the feedback about why this happened, it shows that the company adopts a growth-oriented attitude rather than the more outdated perfection attitude. Hence, to avoid the uncertainty on the applicant’s part, it becomes important that the employers inform them about the decision made by the interviewer(s). But uncertainty is far worse than a certain rejection. Nobody really likes to know that they have not been selected for the job they have applied for. The following reasons show the importance of providing candidates with interview feedback. Hence, it becomes important to offer feedback to the candidates. It could simply mean that they might be unable to express themselves clearly. But it does not necessarily mean that the candidates who do not make it have anything less to offer. Not all candidates who appear for an interview get the job.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |