It is good practice to give jobseekers feedback

Q Why do human resource managers find it difficult to send regret messages? When one applies for a job and is not selected, isn’t it only fair to let the applicant know it? Such a gesture comforts you that someone at least took a look at your CV.

I agree with you, this is an area many HR managers fail, and indeed I too have not always replied to every applicant to jobs that I have advertised.

Yes, it is not only fair, but also good practice to provide feedback to job seekers, especially where the application is in response to an invitation by the organisation.

One of the reasons often given by recruiting managers is that they often get overwhelmed by the number of applications, hence sending regrets ends up not being good use of their time.

However, we live in times where responses can be automated and sent to selected individuals at the touch of a button, so there is no way to explain this discourtesy. Not responding to candidates has its challenges.

First, it may pose reputational risk and create a negative image of the organisation to the applicants. Two, it can easily spin off to some boycott of the organisation’s products or services by the applicants.

Three, it creates a bad employer brand and good candidates may choose not to respond to advertised roles because they were not treated fairly in the past.

It is therefore important for human resources managers to reflect on how to meet this valid expectation of job applicants.

That said, there is a way to tell if you should expect feedback or not. Many job adverts have a disclaimer that often states that only shortlisted candidates will be contacted.

The expectation is that if you do not hear from that employer, you should consider yourself unsuccessful. In addition, if you send unsolicited applications, it is unfair to expect that someone will get back to you.

There is, however, a deeper problem when candidates are shortlisted and taken through an interview process only to never hear from the organisation again.

Every HR manager knows this is unprofessional and should never happen. In such a case, the candidate should get useful feedback that can help the one perform better at other interviews.

You can also call the organisation to enquire about the interview outcome where you feel the feedback has taken too long. Often when interviews are being concluded, the recruiting panel usually gives some information on the next steps, with specific reference to when you can expect feedback.

And if this is not stated, it is fair to ask the panel when to expect to hear from them.

***

Do you have a question? Send it to our team: [email protected]