I saw this article posted by a friend on Facebook, who I won’t name because I don’t want said friend to catch any heat from SHRM because of my response to this article. It’s titled Rejecting Candidates: What should an employer tell a candidate who is not selected for the position?
The bottom line is that the author, and really SHRM (because it’s published on a SHRM site), endorse the idea of not giving real (or any) feedback to candidates who aren’t hired.
Reading the article, there are several points that I agree with (like, the communication an employer has with a candidate can impact that candidate as far as future applications, or being a customer (TRUE!), and there are a few points that are really disappointing (like, giving feedback just opens you up for litigation and arguing and career counseling, so it’s better to not give any feedback (I’m sure that’s all true, but where’s the heart, man??).
The point of my post this morning is to share what HR professionals are being taught/fed, and how they think about job seekers and the process. It’s important to understand how they think, so that you can adjust your communication and expectations accordingly. So, go read this short article… hopefully it helps you as you move forward towards your next gig. And heaven forbid the people who perpetuate this advice get caught up in all the negative downside of it when they are in a job search.