Dar ou não dar feedback no processo seletivo? Eis a questão

• Autor(a) principal: Cruz, Raissa Sampaio da
• Data de Publicação: 2019
• Tipo de documento: Trabalho de conclusão de curso
• Idioma: por
• Título da fonte: Repositório Institucional da Universidade Federal do Ceará (UFC)
• Texto Completo: http://www.repositorio.ufc.br/handle/riufc/52191
• topic: Feedback; Processo Seletivo; Desenvolvimento de pessoas

With the current economic crisis in Brazil, many people are looking for a replacement in the job market. Companies, in turn, when opening vacancies in their staff are looking for the individual who best fills the profile required for the open opportunity. To identify this right person, companies do selection processes, so this research aims to analyze how companies make feedback to candidates who participate in selection processes. This research is characterized as qualitative, exploratory, and as a technical procedure, uses the survey. The collection instrument adopted is the structured interview with nine questions. Respondents were found to believe that their organizations offer feedback to candidates participating in their selection processes. However, what these feedback managers do effectively do is inform the selection process decision via electronic means such as a standardized email, a sms on the candidate's mobile phone, or via a message. in app. It was noticed that feedback occurs only in internal recruitment. Three reasons were identified for feedback to candidates participating in the selection, namely: for valuing the organizational image, for being a process and / or industry goal, and for respecting the candidate. Regarding the impact of this process on candidates, respondents state that they vary widely, going through the extremes of emotions (anger to gratitude). In short, organizations realize that they offer feedback, but actually only provide standardized feedback by electronic means.