Lack of interview feedback is a common complaint among rejected candidates during the recruitment process.
Job interviews can be an anxious and distressing experience for candidates in general, but for those who go to the trouble of attending and preparing for an interview only to be given no substantial reasons for their rejection, their disappointment is multiplied tenfold. So, why is giving feedback so important?
Providing Interview Feedback as a Courtesy
This is a common problem that can have a bad impact on both candidates and clients; people who are applying for a position will usually spend a significant amount of time and energy preparing for interviews and studying about the job and the organisation. However, after weeks of waiting, they may simply receive an email informing them that they were not hired. As a recruiter, you may have conducted numerous interviews without finding the appropriate candidate, and while providing feedback may not appear to be a fun job, it is a courtesy to provide helpful input to someone who has taken the time to interview, and it does not have to be a time-consuming or lengthy process.
Maintain the applicant's interest
Furthermore, nearly 70% of professionals claim to lose interest in a possible position if they do not hear back within 10 business days, according to the 2022 Randstad Employer Brand Research (REBR). If you're uncertain about a candidate after one or more interviews, it can benefit both sides to provide interview comments after the interview. Regardless of whether the feedback is positive or negative, you should provide it as soon as possible. It will help the candidate to understand their strengths and weaknesses which in turn should make your role as the interviewer simpler going forward.
Improves and protects brand reputation
By failing to provide feedback to candidates, you may have ruined your relationship with this individual in the future, and even if you share advice and do not intend to work together now, you may come across them in the future while working with another business. This situation could be awkward and have an impact on the success of your professional relationships with individuals and others, including future interviews.
Another good reason for providing constructive interview feedback is to protect your brand reputation. The value of word-of-mouth cannot be highlighted enough in today's interconnected society, especially when it comes to a good candidate experience in the hiring process. Companies that provide relevant feedback following interviews are more likely to be viewed as employers who are truly interested in their prospects' growth and development. It is important to express a pleasant and friendly work environment. While it is not possible to hire everyone, treating applicants with respect and providing helpful advice reflects well on your business.
According to the 2022 REBR survey, nearly half of those surveyed ranked "a very good reputation" as the most important consideration in choosing a potential workplace. This shows the vital importance of protecting your brand's reputation at all costs, especially during the interview process where candidate experience is directly impacted.
Ways to best leverage interview feedback
In giving interview feedback the focus should be on constructive feedback. It does not have to be too thorough, but it should be honest in a way that benefits the applicant. Choose your words carefully and ensure particularity, as unclear feedback will not help them improve their interview performance.
Our top five tips for giving interview feedback
#1. While all feedback is better than none, calling the applicant is better than sending an email.
#2. Show appreciation for their application and interest in your company and the position.
#3. Try to provide precise feedback, and take notes during and after the interview.
#4. Provide prompt feedback after an interview while it is still fresh for both of you and the applicant's minds.
#5. Avoid providing generalised feedback, as it can leave applicants with more questions than answers.
Conclusion
Providing post-interview feedback is vital to developing strong relationships with potential employees and protecting your brand's reputation. Applicants spend a great amount of time and effort preparing for interviews, and being rejected without receiving substantial feedback can be incredibly frustrating. Giving constructive feedback expresses that your company appreciates their efforts and is interested in their growth. This empathetic attitude can help to avoid negative impressions and develop goodwill, which may be useful in future interviews and professional transactions. Prompt and precise response keeps prospects engaged and interested in your company, thereby increasing your brand's reputation as a thoughtful and supportive employer, which is important in today's interconnected and competitive labour market.
