Are you giving constructive feedback to your candidates? Hiring managers are often reluctant to provide candidates with helpful input after they go through the interview process. There is a fear of upsetting someone and a fear of legal risks. Although it may seem risky, there are positive results in giving good feedback to candidates. When you impart the right feedback, it can help your company attain top talent in the EdTech space and boost your company brand.
Why is candidate feedback so important?
Giving constructive feedback after an interview can be one of the best ways to attract top talent to your company. Feedback allows a candidate to improve themselves and their careers. Professionals most often appreciate an explanation of what they could do better during an interview. Feedback allows them an opportunity to walk away with the ability to educate themselves, and with a positive image of your hiring process. Conveying proper feedback after an interview boosts your hiring brand and shows professionalism and fairness concerning your hiring process.
How should you give constructive feedback?
1. Focus on the Situation
Constructive feedback can be a delicate topic to discuss. It is essential to keep in mind when talking to the candidate that you focus on the situation. Consider the fact that you are not hiring someone for their personality.
2. Results and Consequence
When offering candidates feedback relaying effects and consequences is crucial. Leave them with an actionable item to work on. Do not just tell a candidate what they did wrong, give them something that will produce a result and help them improve their career.
3. Be Specific and Precise
Think specifically about what a candidate could improve on and give them an isolated issue from the interview. For example, if you say, “you didn’t prepare enough” and you don’t offer any specifics it can leave them confused and it can come off as mildly insulting. The candidate will not be able to leave with anything they can improve on.
4. Give Balanced Feedback
Communicating constructive criticism can be difficult, so it is important to phrase it in a way that can help a candidate and not offend them. The best way to do this is to give the candidate a balance of compliments. Surround your feedback with positive things the candidate did during their interview and then add one thing they can improve on.
5. Provide Feedback Over the Phone
Provide your candidates feedback over the phone instead of in writing. Professionals will most often appreciate a call and explanation of why they did not get the job. It is always necessary to ask if someone would like to hear the feedback you have before jumping in and just telling them what they did wrong.
You may be thinking, why should I waste my time providing feedback to someone who isn’t going to work for me? Giving input to candidates can produce a significant amount of positive results for your company. It can enhance your company brand and keep top talent interested in working for you. If candidates leave feeling they were treated with genuineness and sincerity, they may recommend another top talent to pursue your company. It makes your company look professional and helps candidates to improve their careers and a possibility to come back to work for you in the future.
