The Importance of Feedback in the Recruitment Process

Have you ever wondered why some companies seem to have such a smooth and efficient recruitment process? One of the key reasons behind their success is the use of timely and effective feedback.

Feedback plays a crucial role in ensuring that both candidates and hiring managers have a positive experience throughout the recruitment journey. In this article, we will explore the importance of feedback when hiring. We’ll also provide tips on incorporating feedback into your recruitment process to attract top talent and build a strong employer brand.

Why is Feedback Important?

Providing regular feedback has numerous benefits for both candidates and hiring managers.  Here are some key reasons why feedback is so important:

Timely Feedback Drives Success

When candidates receive prompt feedback, they feel valued and respected. This helps to create a positive perception of your company and can lead to a more engaged and motivated talent pool.

On the other hand, candidates who do not receive timely feedback may feel as if they have been ghosted or forgotten about, which can damage their perception of your company and potentially result in them withdrawing their application or turning down an offer.

Think about it. If a candidate communicates regularly with your company, you’ll probably feel as though you are their top choice, right? The same goes for candidates. When they receive timely feedback, they are more likely to view your company as their top choice and will be motivated to continue the recruitment process.

If it helps, think of recruitment as a dating game. Just like in dating, the timing and rhythm of communication are crucial. Both parties should feel comfortable and confident to build a positive relationship. And just like in a relationship, you need to work to protect that positive feeling.

Feedback Builds Trust and Respect

Feedback in an interview context involves providing the candidate with information about their performance and how well they align with the position’s requirements. Essentially, it is about highlighting both the strengths and potential areas for improvement in relation to the job requirements.

However, many companies are hesitant to share honest feedback for fear of negative retaliation from candidates, which, although rare, does happen. But, by avoiding honest feedback, companies are doing themselves and their candidates a disservice. It’s important to remember that candidates invest time, effort, and emotions into their job search.

Even if you aren’t interested in moving forward with a candidate, providing them with honest and constructive feedback shows that you value their time and effort. This allows the candidate to exit the process with grace and respect for your company rather than feeling left in the dark.

This positive experience can lead to a potential candidate becoming an advocate for your company, spreading positive word-of-mouth, and potentially applying for another job with you in the future. On the other hand, a candidate who receives no or poorly executed feedback may not only have a negative perception of your company but may also share their experience with others, damaging your brand.

Tips for Providing Effective Feedback

Now that we’ve established why feedback is essential, here are some tips on how to provide effective feedback to candidates:

  1. Providing feedback to candidates is often a delicate task that requires tact and diplomacy. However, even if not everyone is skilled at articulating themselves in the same manner, it is still possible to offer feedback at a high level. For instance, informing a candidate that your company may have stronger candidates with specific skills that they need can still be done in a respectful and encouraging way.
  2. Although it may not be considered feedback per se, communicating any changes in the interview process timelines to the candidate can ensure their continued engagement and interest in the position. For example, suppose that one of your hiring managers becomes sick or unavailable, and the decision-making process is delayed for a week. In that case, it is crucial to communicate this information in real time with the candidates under consideration. Doing so can encourage them to remain engaged and see the process through to the end. On the other hand, if they receive no communication or feedback, they may lose interest, and it will be challenging to re-engage them after the fact.
  3. It’s important to provide specific feedback rather than generalizations. For instance, instead of saying, “We feel you lack the necessary experience,” provide specific examples of areas where the candidate may have fallen short in terms of experience or skills. This allows them to understand your perspective better and work on improving in those areas for future opportunities.
  4. Use positive language and tone when providing feedback. Even if a candidate may not be the right fit for the role, make sure they feel appreciated and valued in some way. This can help them leave the recruitment process with a positive view of your company.
  5. Encourage candidates to provide feedback as well. This allows for a two-way conversation and can help improve your recruitment process for future candidates.

Closing Thoughts

Feedback is a vital component of the recruitment journey. It not only helps to attract top talent and build a strong employer brand, but it also shows respect and builds trust. By providing timely, specific, and constructive feedback, you can create a positive experience for candidates and potentially turn them into advocates for your company. This can also help you stand out from other companies in the job market.

I hope this has proved helpful. Out of interest, what kind of feedback do you provide candidates? Do you have any tips or best practices to share? I would love to hear your thoughts in the comments.

And if you’d like to discuss how Insight Recruitment can help streamline your recruitment process, feel free to message me on LinkedIn or contact us.

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