For candidates who are unsuccessful during the recruitment process, a lack of interview feedback is unquestionably one of the biggest issues that crops up again and again…
Job interviews can be a daunting and disappointing experience for candidates as it is, but for those candidates who go to the effort to attend and prepare for an interview, only to be provided no substantial reasoning behind their rejection, this disappointment is increased tenfold. So, why is it so important to give feedback?
It’s a courtesy
This is a common frustration that can negatively affect candidates and clients alike; individuals who are putting themselves forward for a role will generally put in a lot of time and energy practicing for the interviews and learning about the job and the company. But sometimes, they only get an email saying they didn’t get the job after weeks of waiting. As an employer, you might have done many interviews without finding the right person and, while giving feedback might not seem like a fun job, it’s a courtesy to give someone who has taken the time to interview some meaningful feedback, and doesn’t have to be a time-consuming or extensive process.
It keeps candidates engaged
Moreover, almost 70% of professionals claim to lose interest in a potential job if they don’t hear back within 10 business days, according to the 2022 Randstad Employer Brand Research (REBR). If you’re unsure about a candidate after one or more interviews, it can help both parties if you give them some interview feedback after the meeting. Whether the feedback is positive or negative, you should ensure you’re giving it in as timely a manner as possible.
It enhances and safeguards the reputation of your employer’s brand
By not offering any feedback, you might have damaged the relationship with this individual going forward and, even if you share advice and don’t anticipate working together now, you may encounter them in collaboration with another company in the future. This situation could lead to awkwardness and potentially impact the success of your professional relationship with the individuals and with others.
Another compelling reason to offer constructive interview feedback involves your brand reputation. In our interconnected world, the power of word-of-mouth cannot be overstated. Companies that provide valuable feedback after interviews are likely to be recognised as employers genuinely invested in the growth and development of their candidates. Creating an impression of a warm and welcoming work environment is crucial. While it’s not possible to hire everyone, treating applicants with respect and offering helpful advice reflects positively on your company.
The 2022 REBR report highlighted that almost half of the respondents identified “a very good reputation” as the most crucial factor when selecting a potential employer. This underscores the critical importance of safeguarding your brand reputation at all costs.
So, what is the best way to give interview feedback?
When providing interview feedback, the focus should be on constructive input. It doesn’t need to be overly detailed, but should be honest in a way that helps the candidate. Choose your words carefully, ensuring specificity, as overly vague feedback won’t help them improve.
My top 5 tips on how to give interview feedback:
- While some form of feedback is better than none at all, taking the time to call the candidate is better than sending an email.
- Show gratitude for their application and interest in your company and the role.
- Try to be specific with your feedback, write notes during and after the interview.
- Give prompt feedback after the interview whilst it is fresh in your and the candidate’s mind.
- Try to avoid generalised feedback, as it can lead candidates with more questions than answers.