As a hiring manager, headhunter or a recruiter at a professional staffing agency, providing candidate feedback for every interviewee is a crucial component of the post-interview process. Interview feedback is an opportunity for candidates to gain a candid assessment about how they convey themselves as professionals.
Examples of job candidate feedback for unsuccessful applicants (and successful ones) include:
- Communication skills — Did the candidate communicate clearly?
- Feedback about their attire — Did they dress professionally or appropriately for the role?
- Preparation — Were they prepared for the interview? Did they research the company ahead of time and ask informed questions?
- Engagement — Did they make good eye contact and stay engaged?
- Professionalism — Did they shake your hand? Did they use slang? Did they provide a follow-up thank you letter or phone call?
Why Interview Feedback Matters to Both You and The Candidate
Whether the applicant is the ideal fit or a poor fit for your company, providing candidate interview feedback is a way to help them improve their interview skills and grow professionally. Taking the time to provide invaluable job candidate feedback is beneficial for them and your company — here are a few of the reasons why:
Reason #1 for Job Candidate Feedback: Professional Courtesy
We all know that properly preparing for an interview is a time-consuming process for candidates. Providing timely feedback is the courteous and professional thing to do after someone has taken the time to interview. It shows that you respect them, value their time, and want to help them evolve and improve as a professional.
This mutual show of respect is particularly beneficial in a candidate’s job market. Not only do candidates want you to view them positively, but your company also needs the skills, expertise, knowledge, and talent that new candidates bring to your open positions. Demonstrating professional courtesy helps your company stand out from others who don’t.
Reason #2 for Job Candidate Feedback: Candidate Improvement
When you provide detailed and informed feedback to a candidate, you help them learn what they are doing well, while also identifying areas in which they can improve.
This is beneficial to your company because a candidate may have a lot of potential even though they are not exactly the right fit at this point in time. With a little improvement based on your interview feedback, however, they may become the ideal candidate when another position opens up in the future.
Reason #3 for Job Candidate Feedback: Feedback for a Recruiter
Providing thorough, detailed feedback as a hiring manager is critically important when working with a recruiter — the more the recruiter knows, the better their future candidates will be. This statement applies to both positive and negative feedback. It shouldn’t just be about what an interviewer didn’t like about an unsuccessful candidate — it’s equally important to know what they did like about the candidate they selected.
Reason #4 for Job Candidate Feedback: Positive Employer Brand PR
Not only is providing job candidate feedback good for the interviewee — it’s also advantageous for your company. Candidates talk about their interview experiences on websites such as Glassdoor, and having positive reviews or recommendations from candidates who interviewed is beneficial to your company’s reputation as a prospective employer.
Know How to Provide Effective Interview Feedback
Although providing job candidate feedback may seem pretty straightforward, there are a couple of things you’ll want to consider carefully. Informative interview feedback examples include:
- Being specific — Provide specific details about why you think the candidate is or is not a good fit for the role. Do they have the required experience in a technique or software application? A good interview feedback example would be: Although the candidate has web development experience, we really are looking for someone that has developed e-commerce platforms within a site and not just landing pages.
- Giving feedback that is beneficial for future applications — Even if a candidate isn’t a good fit for a specific role right now, that doesn’t mean they won’t be the perfect candidate for another position in the future. A good interview feedback example would be: Although this candidate has worked on several projects in a business analyst position I don’t think they would be a good fit for our project manager role. However, I would recommend this candidate for any future project coordinator positions.
Concerned That Interview Feedback Takes Too Much Time?
Despite the fact that providing feedback on interview candidates benefits the company as well as the candidate, many interviewers are reluctant to give job candidate feedback. Some interviewers claim that providing detailed interview feedback is too time-consuming. However, any reliable and experienced recruiter takes detailed, thorough notes to document the interview process, which makes it easy to give constructive and thoughtful job candidate feedback.
As a hiring manager, if you take notes of your own but don’t have time to translate the information into feedback for the candidate, let a professional recruiter handle it for you. A professional recruiting firm or a headhunter is well versed in handling positive and negative job candidate feedback, and can do so in a constructive manner.
Whether you seek a direct hire candidate, contractor, or want to hire someone on a contract-to-hire basis, a professional recruiting firm can provide you with the resources and expertise you need. See how a professional staffing agency like 4 Corner Resources (4CR) can help you improve your job candidate feedback process and gain access to stronger candidates. Contact our team today to learn more.
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