Why It’s Important to Give Your Candidates Feedback
Getting turned down on a job application can be devastating, especially if you’ve made it all the way to the in-person interview. If an employer doesn’t give you a specific reason why you weren’t chosen, it can be downright maddening.
Not providing feedback to unsuccessful applicants is a detrimental choice that many businesses make. While it’s up to individual companies to establish a hiring process, providing timely feedback to unsuccessful candidates is a technique that has long-term impact. Of course, it can be very time consuming to give thoughtful and specific feedback to each applicant. A basic feedback system can eliminate a lot of the headaches, making this step fairly easy.
Your company may want to take the following steps to set up a simple candidate feedback system.
Develop applicant scorecards
Applicant scorecards aren’t just useful for providing feedback, they’re also an effective tool for tracking a candidate’s performance throughout the entire hiring process.
Developing a basic system to rate a candidate’s technical abilities, soft skills and overall performance will allow you to have a thorough assessment of each candidate, making for easier candidate comparisons. Hiring managers should make it a standard practice to fill out these scorecards immediately after each step in the hiring process for a given candidate to avoid forgetting important details.
Provide feedback as quickly as possible
Don’t put off delivering feedback to applicants for a long time. If you must wait to finish other interviews prior to making a decision, inform them it the end of the interview. If you know however, that they are not going to get hired, inform them and deliver your feedback as soon as possible. The longer you keep them in suspense, the longer they’ll feel anxious about their prospects and the more difficult it will be when they figure out they’ve been unsuccessful.
Be upfront, compassionate and constructive
Feedback to unsuccessful applicants should include persuasive reasons they weren’t picked. The feedback also ought to be constructive and help person do better in their next hiring process. Feedback shouldn’t be a soul-crushing experience that points out dozens of flaws, nor should it be a ego-boosting for sub-par applicants. Using examples will allow you to explain your hiring decisions.
Finally, it’s important to end on a positive note. Your company’s last interaction with applicants at the end of an unsuccessful hiring process should a good one.
At Labor Temps, we handle various aspects of the hiring process for our clients so they can focus on their core business activities. If your company is currently looking for a talent acquisition partner, please contact us today.