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Lack of feedback following job interviews for HRBP roles

Mark

Hello,

I'd welcome any comments / observations on how companies feedback to candidates following an interview for HR roles and how you can engage with a company when they fail to notify you of an outcome or provide any meaningful feedback.

Is it just me but I sense that organisations are becoming more and more adverse to giving feedback?  Either through fear of legal challenge (subject access request / ET) or simply don't want a difficult conversation. It is somewhat embarrassing for us as an HR profession, where we are seen not to "walk the talk" and where we role model behaviours based on company values of transparency and honesty.

I have recently attended selection processes where I've had to push really hard for an outcome and feedback (and that was after a three stage process) or where simply companies do not even inform you of an outcome. These have been for large organisations in both Public and Private sector where there are clear recruitment processes in place. 

Can I ask what are people's experiences?

Do we just shrug our shoulders and say "well that's how it is" or is there a constructive way to challenge these behaviours and receive some useful feedback.

Many thanks, 

Mark. 

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  • Thank you for raising this Mark, this is a particular bugbear of mine and it is also, easily, the biggest complaint candidates have during the recruitment process. Easily.

    I absolutely believe, submitting an application or following an interview, providing (a) an outcome decision and (b) a reason, should be an integral part of any recruitment process and should be better respected, valued and understood. If you applied for any other application in any other walk of life, you would get an outcome, even if it was a no. I don't see why candidates should be treated less favourably. These are peoples careers and livelihoods after all.

    The number of times I have heard HR candidates complain about this very issue, yet HR are the custodians of this practice; we have to take responsibility for this inadequacy and adjust the cultural mindset - from a 'nice to do' to a 'must do'; and appreciate that these decisions and feedback matter. Candidates are stakeholders after all, there is value to be gained from nurturing this cohort.

    Candidates have taken an interest in your organisation and invested and committed time and energy to the process, the very least they are entitled to in return - is a decision and a reason. The outcome may be inconsequential to the interviewing company, but it is significant to the Candidates. It's not about being laudable, it's about doing the right thing by people that have invested and taken an interest in your organisation. Feedback doesn't have to be extensive, but in whatever form and to whatever extend, it will always be valued.

    We live and work in a digital and automated age, where systems can support these processes. In 2021 it's all about the 'experience'. A poor candidate experience (and there's a lot of it) can be so damaging to a company's brand and preclude talent acquisition in the future. So in answer to your question Mark - no! This is not how it should be! (sorry to be so passionate but like I say, this is and has been a huge issue for so many!)
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  • Thank you for raising this Mark, this is a particular bugbear of mine and it is also, easily, the biggest complaint candidates have during the recruitment process. Easily.

    I absolutely believe, submitting an application or following an interview, providing (a) an outcome decision and (b) a reason, should be an integral part of any recruitment process and should be better respected, valued and understood. If you applied for any other application in any other walk of life, you would get an outcome, even if it was a no. I don't see why candidates should be treated less favourably. These are peoples careers and livelihoods after all.

    The number of times I have heard HR candidates complain about this very issue, yet HR are the custodians of this practice; we have to take responsibility for this inadequacy and adjust the cultural mindset - from a 'nice to do' to a 'must do'; and appreciate that these decisions and feedback matter. Candidates are stakeholders after all, there is value to be gained from nurturing this cohort.

    Candidates have taken an interest in your organisation and invested and committed time and energy to the process, the very least they are entitled to in return - is a decision and a reason. The outcome may be inconsequential to the interviewing company, but it is significant to the Candidates. It's not about being laudable, it's about doing the right thing by people that have invested and taken an interest in your organisation. Feedback doesn't have to be extensive, but in whatever form and to whatever extend, it will always be valued.

    We live and work in a digital and automated age, where systems can support these processes. In 2021 it's all about the 'experience'. A poor candidate experience (and there's a lot of it) can be so damaging to a company's brand and preclude talent acquisition in the future. So in answer to your question Mark - no! This is not how it should be! (sorry to be so passionate but like I say, this is and has been a huge issue for so many!)
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