A recent poll we conducted showed that 46% of companies have “ghosted” candidates: ceasing all communication without any apparent warning or justification, and maybe going so far as to avoid any attempts by the candidate to re-establish communication. This frequently happens when a candidate has not been offered the position. You might not want to have to deliver the bad news, or you might not know how to properly say it.

It is important, though, for companies to give feedback to all candidates, regardless of their suitability for the position. Shifting from ghosting to giving feedback offers many benefits, not only for the candidates but for the company itself.

Internal benefits of feedback

Companies should shift from ghosting to offering feedback for multiple reasons. First, many BIPOC candidates may be first-generation professionals. By failing to offer constructive feedback, companies are upholding and perpetuating exclusionary systems.

Second, feedback will strengthen the hiring process. A structured system for gathering and delivering feedback gives your company a systemic way to sort through thoughts about candidates. All parties in the hiring chain can share their thoughts and be heard.

Third, a systemic feedback process will help your company identify hiring weaknesses. For example, if you find that you are continually giving feedback on candidates’ lack of experience, this may indicate that the job ad does not make the requirements clear enough.

HR teams might currently skip giving feedback because of third party outsourcing, time and capacity, or a fear of being sued. However, ghosting candidates can actually hurt companies in the long run.

External benefits of feedback

There are many long-term benefits of offering candidate feedback. One is employer PR: word of mouth and personal recommendations are some of the most effective marketing tools for an employer’s brand. Candidates who know their efforts will not be ignored will be more likely to engage and apply.

Feedback also provides an example of common courtesy. Candidates spend a lot of time preparing their application documents as well as rehearsing for interviews, along with any other tests your company may require candidates to complete. It is important to recognize this time and effort.

Candidate experience should also be considered. Nearly 4 in 5 candidates say a strong experience indicates how a company values its people. 83% of candidates say that a negative candidate experience has changed their mind about a company. A company’s reputation does not exist in a bubble, and satisfied past candidates will pass their experience along to potential future applicants.

Finally, offering constructive feedback during the hiring process will benefit your pipeline. Candidates who receive concrete feedback are more likely to return when they have acquired the skills mentioned, thereby helping your company secure a tailor-made future employee.

Examples of constructive feedback

Feedback should be specific, not general, even in the positive. Rather than “You showed a lot of initiative,” point out exactly what the candidate did that caught your attention: “We really liked how you looked up our annual report and talked about our Corporate Social Responsibility initiatives.” When offering advice on how to improve, it can help to imagine the candidate taking your advice and then returning once it has been followed. What, specifically, would you like to see in the future?

Always lead with positive feedback. The interviewee is looking for constructive criticism, yes, but this does not mean a list of shortcomings. Show the candidate where they are already succeeding so they know what not to change and what has already made a good impression.

Avoid opinions or feelings when giving feedback. An emotional connection with a candidate can negatively influence your hiring practices. Biased hiring opinions can invite legal action.

Be as transparent as possible. Be as truthful as you can without disclosing any proprietary or incriminating information.

Focus on what can be changed. Stay clear of feedback that touches on personal factors. Focus instead on behaviors, such as “You should have arrived on time for the interview or called ahead to let us know you’d be a few minutes late.” Again, keep in mind the difference you would like to see if this candidate followed your advice and then returned for another interview in the future.

Avoid comments in writing. Speaking to a rejected interview by phone can be a better way to communicate feedback. It reinforces the personal touch. Actually speaking to the candidate can also help you to remember to frame your comments positively and offer specifics.

Companies that establish these feedback practices will strengthen their hiring process, internal processes, and external reputation. It is time to stop “ghosting” less-than-ideal candidates and implement constructive feedback.

October is Human Resources Awareness Month in the state of Texas. This annual awareness campaign is held to highlight the strategic role HR professionals play in today’s workforce. HR employees are critical to businesses since they work with both employees and employers.

The governor’s annual proclamation pays tribute to the significant contributions HR makes toward continued economic and business success. The governor also acknowledges HR’s vital role in maximizing Texas employers’ greatest asset: its workforce. HR professionals are committed to their partnership with both workers and employers, from recruiting new talent to compliance with labor laws to educating Texans about health and safety to providing ethics training, and more.

Society for Human Resources Management

Texas has more than 100,000 HR professionals, and over 19,000 of them are involved with the Society for Human Resource Management (SHRM). Worldwide there are more than 300,000 members of SHRM who benefit from compliance resources, HR news, building connections, getting advice from senior HR employees, and having access to templates and samples for policies, forms, and presentations. SHRM also offers certification, acknowledging the importance of a well-trained and highly-certified HR department.

In Texas, the SHRM has 34 HR chapters and 33 student HR chapters. The Mid-Tex Human Resource Management Association has monthly luncheons to provide continuing education for HR Professionals. It provides a great networking opportunity for local business leaders and HR staff and provides helpful information on dealing with some of the biggest challenges that companies face regarding employee relations, benefits, and HR law, among other things.

Beyond the HR Office

The SHRM offers job listings, events, connections, and resources both to help HR professionals and future HR professionals, as well as to educate employers and other employees about the important work done by HR professionals. Frequently employees have a negative opinion of HR and only interact with HR professionals during conflict or policy issues, creating a false impression of HR’s responsibilities and duties. While employers might have a better idea of the function of HR, employees do not often have the same understanding. Events like Human Resources Awareness Month are times when employers should not only uplift their HR employees, but educate other employees about the role of HR within the company.

Although HR employees are essential year-round, having specific times dedicated to clarifying their work and importance helps make sure that all other employees are aware of what they do. It cannot be assumed that employees know what HR does on a day-to-day basis, or how they fit into the workings of the company. Human Resources Awareness Month is a reminder for employers to hold events, trainings, and appreciation gatherings to celebrate their HR employees and educate all employees on what HR does for them.

These events are also times during which HR employees can educate other employees on aspects of policy or payroll that employees might not be aware of, or might not be utilizing to their full potential. By encouraging employees and HR to interact outside of conflict or in less rigid of an environment, employers can break down internal barriers and show their appreciation for the hard-working HR office.

Saturday, September 26, 2020, is Human Resource Professional Day. What is your company doing to acknowledge the hard work, and celebrate the dedication, of your HR professionals?

A company’s HR department is vital and essential to keeping the business running and successful. HR personnel, though, might not always get enough credit for what they do. Human Resource Professional Day is a holiday dedicated to changing the perspective people have of HR and educating others on why HR is valuable for business.

What it takes to work in HR

Working in HR means implementing policies as well as advising on and developing plans relating to how staff are used, and how they operate within a business. The role of HR is to make sure the company has the proper balance of workers when it comes to experience and skill. HR is also responsible for arranging development and training opportunities to make sure their colleagues can achieve their corporate aims and improve performance.

HR departments have to cover a large number of activities that address topics like working practices, pay, negotiation with work-related external agencies, diversity and equality, and conditions of employment. To do this, HR professionals are expected to have a wide range of skills. The people who work in your company’s HR department need to have the potential to cope with a leadership role, be able to negotiate and influence effectively so that personnel policies are implemented, and have good organizational skills, management skills, and business awareness.

On top of all this, working in human resources demands someone who has: a willingness and curiosity to challenge organizational culture where needed; approachability and integrity; and interpersonal skills so that effective working relationships can be formed with people at all levels. Being involved in HR is not easy, and many other employees may not understand all of the work involved in the position.

How to celebrate your HR Professionals

There are a number of things companies can do to celebrate Human Resources Professional day. One important aspect is educating your company about the HR department and the tasks they do. This could include attending an HR seminar and encouraging all of your employees to do the same, whether they work in HR or not. A lot of people are shocked to discover just how much work HR professionals do. Attending a seminar will help you get a better understanding of and appreciation for your own HR professionals.

Take some time to thank your HR professional staff by giving them a gift or treating them to a nice meal. Share the holiday on social media using #HumanResourceProfessionalDay. Spread the word about what this day is all about and publicly thank those in HR who make the tough decisions for your business.

You can also use Human Resource Professional Day to inspire others to take on jobs in human resources. Simply spreading the word about this job role and the opportunities that are available can help inspire people to look into career changes or to step up when vacancies occur.

The most important part of celebrating Human Resource Professional Day is publicly acknowledging the concrete hard work that your own HR personnel contributes to your business. HR can have a bad reputation, so the best thing you can do is clarify what HR actually does and how essential it is to your business as a whole.