Why does HR doesn't provide feedback to the candidate post completion of interview? There is no harm is saying that the candidate is not being selected with an appropriate feedback that will help them to improve upon. In recent past, I gave many interviews, but not even a single response has come from HR stating why they have not selected me in spite of answering the questions satisfactorily. Whether it is a budget problem or my answers was not matching with what they had expected or any other possible concerns, it is better to notify. Why they don't do it?

Ans: Hi There,

Thank you for asking the question.

It's important to ask questions to the HR / Interviewer during the interview. Asking right questions are important to demonstrate your genuine interest in the company's mission, the role's responsibilities, and how you can contribute to the organization's success.

When interviewing for a job, it's important to ask questions that demonstrate your interest, engagement, and understanding of the role and the company. For example- questions can be around :

Roles and Responsibilities:
"Can you describe the day-to-day responsibilities of this role?"
"What are the performance expectations for someone in this role in the first three to six months?"
"Can you describe the day-to-day responsibilities of this role?"

Company and Culture:
"What is the company's approach to professional development and career growth?"
"To whom will I report, and what is their leadership style?"
"How does the team typically collaborate and communicate?"

Company Growth and Future Plans:
"What are the company's growth plans and strategic priorities for the next few years?"
"How does this role fit into the company's long-term vision?"
"Are there opportunities for career advancement within the organization?"

Next Steps and Timeline:
"What are the next steps in the interview process, and what is the expected timeline for a decision?"
"Is there anything else you need from me to evaluate my candidacy?"
"When can I expect to hear back regarding the outcome of this interview?"

Hope these example help you. These are few of the areas I have cited. Accordingly you can dive into other areas too. Tip : only speaking around salary might not create an impressive image.

All the best.
To your Success. Be You. Be Confident
Ashwini Dasgupta
Author of Confidence Decoded-Is it a Skill or Attitude?

Ans: Hi Sir/Madam,

Given the current situation it's ok to do a follow up with the HR. Speak to the HR for more clarity. Sending the survey link could be the standard practice or possibly and automated trigger. It's always good to have an open communication with the HR and seek clarity.

All the best

Thanks
Ashwini Dasgupta
Author of Confidence Decoded. Is it a Skill or Attitude?

Ans: Hi Anon,

I appreciate your question and quest for employment.. well today it all starts with your resume it should be short and sweet highlight key result areas of your profile.

AI is at work today and sorts out applications based on the JOB DESCRIPTION, if you don't have the requisite, as per JD you won't get a reply from mundane organisation's.. Don't worry be happy.. They missed you.. Next keep applying and make sure your CV fits the JD... Bingo call come.. Job got.. Chill buddy!

Ans: Dear Sir/ Madam,

This is quite a common challenge with HR's. Keep chasing and ask for the feedback. If there is no revert continue with the search.

Multiple reasons why HR's dont revert-

Volume of applications
Lengthy or delayed process
Lack of feedback culture

Important is you focus on what you can control. In the given situation you can not control if there is no revert. What you can control- following up with the HR for sometime/ apply other jobs/ keep networking/ work on yourself.

All the best

Thanks
Ashwini
www.ashwinidasgupta.com