Looking back at past interviews, especially the nerves involved, gives you an idea of how candidates are feeling. The worst part is not hearing back, at all – while rejection hurts, being ignored is worse. Rejecting candidates can be super difficult, but properly dealing with the recruitment process by giving candidate feedback is great for both you and the candidate. This blog will tell you why you should give candidate feedback and how to do so.
So why should you give feedback?
Constructive feedback allows candidates closure, and a candidate left without contact may overthink and draw their own conclusions. If a candidate doesn’t hear from you it may hinder their job search, either because they are waiting for news from you or because it knocks their confidence.
Just as you expect candidates to attend interviews and reply to emails/phone calls, they expect some level of respect in return. Real feedback is more helpful than a simple rejection, and they deserve to know why they didn’t get the job. If you are an agency recruiter then it is your job to chase the employer for feedback.
- Employee Brand
Candidates are likely to tell friends and family about how they were treated by your company, especially if you are a familiar brand. As well as this, candidates who feel disrespected or displeased could take to the internet to complain. Your employee brand will be affected by these reviews.
How’s it done?
- Don’t wait around
Once you know the candidate feedback just talk to them. As much as it’s an awkward thing to do, it’s easier to let them know as soon as possible. Similarly, if you haven’t heard back from the decision maker then chase them.
- The right way
Phone calls are commonly the best way to give feedback, but it might be awkward if the candidate reacts badly. However, if you have only ever spoken to a candidate over email then it wouldn’t be unusual for you to send feedback this way. Choose the way that suits you and the candidate best, based on your previous contact with them.
- Be sensitive
Of course, give honest candidate feedback, but don’t be brutal about their flaws. Make sure they know the things that can be improved upon. After you have given feedback, wish them luck and if you are unlikely to be able to provide a role for them then be honest.
Hopefully this has given you an idea of why and how you should give candidate feedback, and how this can help both your brand and the candidate. For more tips and tricks on HR, business and recruitment, check out the rest of our blog!