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Type: HR, Report if not a HR topic
Thanks Ameet..
In our organization we do a survey with the manager on two subjects
1. Feedback about the candidate post hiring, with in 3 months and before completion of probation
2. Feedback about the recruitment team
We have as such not done a survey with the candidates, planning to start it...
let me know your inputs on the templates.... we wanted to keep the templates as brief as possible to save time
In our organization we do a survey with the manager on two subjects
1... See Archana's complete reply
Hi Archana,
Thanks for the inputs. You can just prepare the feedback form asking about each & everything which involves them from the day 1.
Say for eg: Asking about the first call from recruitment team, Interview Schedules, Asking whether they've got the feedbacks on time after every rounds of interview??.. Whether the team or representative coordinated promptly in every rounds??.. About the Managers way of approach???.. Are they satisfied with the position they've been identified for??? Office atmosphere & work atmosphere??? Attentiveness of recruitment team??? and many more can be asked to the candidates for improving the recruitment stuff.. Finally one important ques can be asked to evaluate the candidate's overall interest is asking whether they will be interested in attending interview once again even if they are not shortlisted this time..
My format is two page questionaire which consists of all these questions.. But still i feel something is missing in it.. So i'm waiting for some more inputs to add it on.. I wud be happy if the above points give you some idea to create one for yourself... :-)
And thanks for the forms you've attached..
Warm Regards,
Swaminathan.
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"In Need of a Model - Recruitment Feedback Form"
Type: HR, Report if not a HR topic
Posted 29-01-2009Reply
Hi Friends,
I've prepared a Recruitment Feedback Survey Form. And have planned to implement it in my organization from the month of march. This form is been prepared to be filled by both the candidates as well as managers in the entire process of interview. This is just to know the feedback of how efficiently my team works during the entire process. So, i need your guidelines in this regards. Please do post your valuable comments, So that your points can make some big differences in my present model. If anyone has a model of it & can probably send one with it will be very useful for me as well as many here.
Awaiting your responses.
Warm Regards,
Swaminathan.
Hi.
there are many models and formats for RFF. i have attached one which is very simp... See Ameet's complete reply
there are many models and formats for RFF. i have attached one which is very simp... See Ameet's complete reply
Thanks Ameet..
Hi Swaminathan,
I feel that you cannot club the feedback form for Managers and to the candidates, you should have a different forms so that it gives you more confidentiality and credibality so that every one can express their own points with out getting carried away. In general the form has to be given to candidates who came for the interview and once they are done you will give to managers asking them to write, in this case there is a chance that they get carried away what candidates have written. (it is a Human tendency)
Also in my view you first have a feedback session with the managers and then after the analysis prepare a separate form for candidates so that you can have corelation. ( In the sense you can understand the managers expectations).
List out the parameters and then prepare a question model.
All the Best.
Correct me if am wrong.
Thanks & Regards
Mahendra
I feel that you cannot club the feedback form for Managers and to the candidates, you should have a different forms so that it gives you more confidentiality and credibality so that every one can express their own points with out getting carried away. In general the form has to be given to candidates who came for the interview and once they are done you will give to managers asking them to write, in this case there is a chance that they get carried away what candidates have written. (it is a Human tendency)
Also in my view you first have a feedback session with the managers and then after the analysis prepare a separate form for candidates so that you can have corelation. ( In the sense you can understand the managers expectations).
List out the parameters and then prepare a question model.
All the Best.
Correct me if am wrong.
Thanks & Regards
Mahendra
Hi Friends,
Thanks for the comments. But i believe the topic is misunderstood or my posting does'nt have a clear picture of what i'm exactly seeking for. Here are some of the questions i've already added in the form.. I'm planning to circulate this form not for assessing the candidates but to know how comfortable they were through the complete interview process..
For example:-
1, How attentive were the recruitment team while you stepped in for an interview?
2, Did you receive the feedbacks for every level of the interview?
3, Are you satisfied with the recruitment process & the team?...
Something like this will be given to the managers as well as the candidates coming for the interview. Just to find out how efficient our service was during the process of interview.. So please do give me your comments about this..
Warm Regards,
Swaminathan.
Thanks for the comments. But i believe the topic is misunderstood or my posting does'nt have a clear picture of what i'm exactly seeking for. Here are some of the questions i've already added in the form.. I'm planning to circulate this form not for assessing the candidates but to know how comfortable they were through the complete interview process..
For example:-
1, How attentive were the recruitment team while you stepped in for an interview?
2, Did you receive the feedbacks for every level of the interview?
3, Are you satisfied with the recruitment process & the team?...
Something like this will be given to the managers as well as the candidates coming for the interview. Just to find out how efficient our service was during the process of interview.. So please do give me your comments about this..
Warm Regards,
Swaminathan.
Swami - Hi
In our organization we do a survey with the manager on two subjects
1. Feedback about the candidate post hiring, with in 3 months and before completion of probation
2. Feedback about the recruitment team
We have as such not done a survey with the candidates, planning to start it...
let me know your inputs on the templates.... we wanted to keep the templates as brief as possible to save time
In our organization we do a survey with the manager on two subjects
1. Feedback about the candidate post hiring, with in 3 months and before completion of probation
2. Feedback about the recruitment team
We have as such not done a survey with the candidates, planning to start it...
let me know your inputs on the templates.... we wanted to keep the templates as brief as possible to save time
Swami - Hi
In our organization we do a survey with the manager on two subject... See Archana's complete reply
In our organization we do a survey with the manager on two subject... See Archana's complete reply
In our organization we do a survey with the manager on two subjects
1. Feedback about the candidate post hiring, with in 3 months and before completion of probation
2. Feedback about the recruitment team
We have as such not done a survey with the candidates, planning to start it...
let me know your inputs on the templates.... we wanted to keep the templates as brief as possible to save time
Swami - Hi
In our organization we do a survey with the manager on two subject... See Archana's complete reply
In our organization we do a survey with the manager on two subject... See Archana's complete reply
In our organization we do a survey with the manager on two subjects
1... See Archana's complete reply
Hi Archana,
Thanks for the inputs. You can just prepare the feedback form asking about each & everything which involves them from the day 1.
Say for eg: Asking about the first call from recruitment team, Interview Schedules, Asking whether they've got the feedbacks on time after every rounds of interview??.. Whether the team or representative coordinated promptly in every rounds??.. About the Managers way of approach???.. Are they satisfied with the position they've been identified for??? Office atmosphere & work atmosphere??? Attentiveness of recruitment team??? and many more can be asked to the candidates for improving the recruitment stuff.. Finally one important ques can be asked to evaluate the candidate's overall interest is asking whether they will be interested in attending interview once again even if they are not shortlisted this time..
My format is two page questionaire which consists of all these questions.. But still i feel something is missing in it.. So i'm waiting for some more inputs to add it on.. I wud be happy if the above points give you some idea to create one for yourself... :-)
And thanks for the forms you've attached..
Warm Regards,
Swaminathan.
Hi,
Your idea is so good but the thing is that you can get the feedback about the whole tem but you cant get the feedback of individual person, and if you get a negative feedback then , that does not mean the whole team is not putting the effort, so i think it will better that if you get the individual feedback,so that you can find out your exact point of lacuna in your team....
Thank you
Your idea is so good but the thing is that you can get the feedback about the whole tem but you cant get the feedback of individual person, and if you get a negative feedback then , that does not mean the whole team is not putting the effort, so i think it will better that if you get the individual feedback,so that you can find out your exact point of lacuna in your team....
Thank you
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