A couple of years back I was shortlisted for a well-known, reputed multinational organization and I had to appear for their recruitment drive. I had to report there at about 8:30 AM and the recruitment process consisted of GD followed a couple of rounds of interview. After clearing the GD and the first interview round, I appeared for the last round of interview. It was a managerial and HR round and mostly consisted of questions about me. I answered whatever they asked me and I could understand from their non-verbal expressions, that they were quite satisfied with my answers. I came out of my interview, getting a feeling of being shortlisted. But to my utter surprise, I was rejected. I left the building, thinking about where I went wrong considering the fact that I gave my best out there and they also seemed to be impressed by me. I was puzzled and confused and I really hoped at that time, that they should have told me after my rejection where I went wrong and where I can improve.
All I wanted at that time was feedback. Feedback would have clearly responded to my questions of rejection and would have left me – less confused. Essentially feedback is considered to be the last and the most crucial step in the entire recruitment process. But sadly, many companies fail to provide a reason of their doings, let alone a plausible one. Companies should understand that when candidates are signing up for them, they should at least respect our decision by providing a platform where we can share our thoughts easily. In the recent times, feedback is considered to be a crucial step and a recruitment process is considered to be incomplete without this step.
Why feedback is considered to be a very important step is due to these reasons:
- Feedback ensures the transparency of the recruitment process of an organization. It remove the fuzziness involved in the process of selection.
- Candidates better understand what went wrong in the process and it makes them stronger when they appear for the next drive.
- Feedback, if solicited from the candidates, help the recruiters to understand any loopholes in the recruitment process and it also provides an avenue for the recruiters to improve themselves.
- Ensures transparency of the company which can promote the employer branding and can also be a tool or a source of great competitive advantage.
- Word of mouth is a tool which can make or break an organization. As in the case of mine, if feedback was provided, even though I did not get selected, I would have definitely spread the good word for that company.
The process which most company fails to understand is very simple. Our industry thrives on feedback and to get a very first-hand experience of how any program appeals to the mass, one should definitely implement the feedback step in each and every process. From a candidate’s perspective, I can say that it is not feasible to get selected in every company, but if I am giving sometime for one company, I might as well know what went wrong for me to be rejected from that company.
As for companies, they should understand – Respect works in both ways.
Source – Self