| FEBRUARY 2021 |
WHAT IS THE ROLE OF HR IN PROVIDING FEEDBACK IN THE RECRUITMENT AND SELECTION PROCESS?
Many pieces to the puzzle
WRITTEN BY: LAURA BIGGS
Complaints about in-house Recruiters or HR managers are common…. ‘I don’t hear anything back’, ‘they are just a support service’ to ‘I don’t think they know what they want’. As an inhouse Recruiter for an employer this role is the interface to the outside world. The goal is to try to understand the needs of Line Manager/s. There is also a need to fit within budgets and with an existing team dynamics and salaries. It is worth bearing in mind that there are other factors other than your skill set that impact on the process.
“PROVIDING THE RIGHT LEVEL OF FEEDBACK”
Sometimes the requirements from the line managers change, sometimes hiring is delayed because of other business factors and sometimes detailed feedback cannot be given to a candidate because there is still an active process with another candidate. Recruitment is not always the core role of people doing recruiting and they are often managing the recruitment of new employees alongside many other requirements.
“My experience is that seeking feedback after the selection process is over generally yields more information”
The HR Manager or internal Recruiter is trying to balance the changing needs of the business and providing the right level of feedback. If a standard response is provided it is not detailed enough to be useful but delivering detailed feedback can be time consuming and risky from a company perspective if the wrong thing is said. My experience is that seeking feedback after the selection process is over generally yields more information. This is particularly so when the person requesting feedback makes it clear that they are not wishing to challenge the process, rather to gain some feedback for their own development.
