How Candidate Profile Affects Feedback

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According to Articles 3 and 64 of the Labor Code of the Russian Federation, candidates can be denied employment only due to the fact that their business qualities do not meet the qualification requirements.

Accordingly, feedback to the applicant based on the croatia telegram database results of various selection stages should be based on the requirements for professional competencies. These are the same hard and soft skills that should be standardized. That is, described and ideally recorded in the form of a local regulatory document of the company, taking into account the ECSD.

The absence of the described competencies creates difficulties in identifying and formulating the reasons for refusal. If we do not know exactly who we are looking for and by what criteria we are selecting, then we will not be able to provide clear feedback.

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Number of vacancies per recruiter and feedback
If the recruiter does not provide feedback, explaining this by high workload, then this is also related to the standardization of recruitment processes. If the employee's work is not planned, not standardized, then it is difficult to prioritize it, difficult to evaluate and predict the result of this work. In a large chaotic flow of tasks, the recruiter is left to himself, so he is forced to prioritize the work independently to the best of his knowledge, skills and abilities.

The same logic applies to the work of the hiring manager. If he is so busy that he cannot find time to provide feedback, then these are the costs of ineffective business processes. They concern both the work of the hiring manager directly and the selection process. After all, the selection process is not standardized without the participation of internal or external recruitment customers.