Recently we received a review from a candidate who, although unsuccessful at interview, still felt appreciated that we provided them with feedback.
‘’ Thank you for the feedback. Whilst obviously I would have liked the application to go further, it’s something really positive that for once feedback is given. That’s a real considerate thing that most companies or recruiters do not do, so I thank you for that”.
A constant (and understandable) gripe of job seekers is when they are ‘ghosted’ by a recruiter or company and it has a hugely negative impact on any future relationship. In the age of social media and on -line reviews, it’s crazy that companies are still not taking the time to send a few sentences as to why a candidate was not the right fit for the role being recruited.
An interviewee takes time researching the company, rehearsing scenarios and potentially taking time off to attend the interview so it’s poor form when they only receive a generic automated email weeks later telling them nothing other than they were ‘unsuccessful’. It’s never nice to give someone bad news, but it’s the right thing today – constructive feedback can only ever be beneficial.
At Thornton Legal we make sure we provide all our interviewing candidates with feedback as honestly as we can. Of course, this all depends on the information we receive from our clients and some are definitely better at giving feedback than others! We know that giving feedback is respected and keeps ongoing rapport with our candidates.
Research shows that 94 % of candidates want to receive interview feedback, but shockingly only 41% have actually received it. No matter how difficult or time consuming it is, it is better to be rejected with constructive feedback than ignored. Here are the key reasons why you should provide interview feedback:
People talk. And it doesn’t take long for your reputation to be tarnished through word of mouth, social media or online review sites about a candidates interview experience. Negative reviews can have an irreversible effect to your company’s reputation, and it is best to take 5-10 minutes out of your day providing feedback to avoid this.
It is important to make your candidates feel valued and not feel like just another face in the process.
Your candidate has invested their own time to prepare for your interview, especially with any tests or presentations you require. The least you can do is thank the interviewee for the time spent and provide honest feedback. It allows them to understand why they may not be the right for your company at present and how can they can improve going forward.
This makes sure that no future bridges are burnt and the candidate, although disappointed, feels valued and respected.
We are in a candidate short market so recruitment is not just about the quick wins but about building long lasting relationship with candidates who you are comfortable enough to keep in your talent pool and pick up the phone to. Just because a candidate was not right for a particular role, does not mean they will not be perfect for a future role you may have. Talent is 4x. more likely to consider your company for a future opportunity when you offer them constructive feedback.
As a recruitment company, it is often awkward if our clients provide no explanation as to why one of our candidates was unsuccessful after interview. We are left to pick up the pieces so not to hinder any future relationship between yourselves.
Above are a few reasons why feedback should be a compulsory task. Candidates will resent you as a company if you fail to inform them why they were rejected. You may not feel that providing interview feedback is the best use of your time, but it pays off in the long run. Overall, feedback increases the job seekers experience with your company, it portrays that you value and appreciate the time they have given up for you and on the whole helps build a positive employer brand.
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