Why giving feedback to candidates is more important than you think
Hiring

Why giving feedback to candidates is more important than you think

Want to grow your people pipeline?   The most common complaint from candidates is a need for more constructive feedback; considering the candidate has invested time in your organisation, is it only fair to provide some constructive feedback to help the person with their future job search?   With so many leaders feeling uncomfortable giving […]

February 20th, 2023
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Abby.

Founder

A search expert making key hires for over twenty years.

Want to grow your people pipeline?

 

The most common complaint from candidates is a need for more constructive feedback; considering the candidate has invested time in your organisation, is it only fair to provide some constructive feedback to help the person with their future job search?

 

With so many leaders feeling uncomfortable giving detailed feedback, it’s not a surprise that the most common outcome people are told is that they narrowly missed out on another candidate or that the role has been placed on hold.

 

When a candidate gives their time to your company in the hope of being offered a role, there is a lot at stake for all parties; whether you go ahead and offer at the end or decline, there is a way to make the outcome positive for all parties which allows you to maintain brand engagement and the candidate to have some idea of the improvements they should make in the future.

 

According to LinkedIn research, providing feedback after an interview leads to a 40% improvement in the overall candidate experience. Plus, 94% of candidates who receive feedback are more likely to consider future opportunities with that company.

 

After a vigorous interview process, it is a relief when the role is accepted. More often than not, little thought is given to those who did not get the role; this is a huge mistake for an organisation and one that will cost you in sales in the future.

 

When I first started in my career, my boss talked to me about how important my candidates were and how I should always make sure that they felt positively about the hiring journey, no matter the outcome. She said that by doing the job properly and putting my candidates first, I would see them come back to me as clients at some stage.

 

It has since happened at least 50x, and often from those, I would have expected the least.

 

Here are my top tips for providing feedback:

 

 

When advising of the outcome, offer to book in time for detailed feedback

Half of people will decline the additional feedback, but those who take it will be grateful and focused on understanding more. Scheduling time for detailed feedback, allows the candidate to absorb the initial disappointment and prepare for a positive conversation. Use this opportunity to discuss not just their performance, but also their aspirations and what steps they can take next.

 

Have detailed notes prepared

When you provide feedback, ensure it is constructive and that all of the interviewers who were involved in the process have prepared their feedback in this way. It’s not okay to upset people, so if you are not sure how to address it make some notes on all of the feedback and think about how they could use the feedback to improve. Remember to focus on the behaviour rather than the personality and to ensure the feedback comes from ‘I believe’ or ‘we felt’ rather than ‘you are’.

 

Ask open-ended questions as you go along

Make sure to have a two-way conversation so that the candidate can explore any points further. Create a safe and open space, try not to interrupt and remain positive at all times. The candidate might question certain elements of the feedback, take the time to listen to their point of view and take note. Allow them to elaborate on their experiences and voice any concerns or questions they may have about your feedback.

 

Ask for feedback on your process

It’s a good idea for you to evaluate the experience the candidate has had and how they think your organisation could improve. This allows you to learn about your process and give the candidate a chance to voice their feedback on your process and interview style. Demonstrating a commitment to continuous improvement can enhance your employer brand and the candidate experience.

 

Be grateful

Acknowledge the time the person has invested and show gratitude. Wish them the best, and even ask if you could keep in touch on LinkedIn for the future. This not only keeps the lines of communication open but also allows you to stay updated on their career journey and potential future opportunities that may align with your organisation.

 


 

At Yellow Bricks, we are committed to hiring the best people in the market, and we take pride in providing an exceptional candidate experience. We are dedicated to finding and placing real change-makers in positive environments where everyone can thrive. Our vision is to build a purposeful community that empowers, develops, and supports each other. Join us in our mission to help people reach their potential and make a positive impact on employment and experience.

 


 

Get in touch today to see how we can assist you with your next hiring project.

 


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Yellow Bricks is a female-owned and led executive search firm hiring predominately for software companies with diversity and inclusion at the heart of our offering. To learn more, click here.
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