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How can you provide feedback to candidates with limited technology access during interviews?

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Providing feedback to candidates is an essential part of the hiring process, as it helps them improve their skills, understand your expectations, and build a positive relationship with your organization. However, when you are interviewing candidates from different countries, regions, or backgrounds, you may face some challenges related to technology access, such as low internet speed, limited devices, or incompatible software. How can you overcome these barriers and deliver feedback effectively and respectfully? Here are some tips to help you.

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1 Assess the situation

Before you start the interview, you should ask the candidates about their technology access and preferences. For example, you can send them a survey or a questionnaire to find out what devices, platforms, or applications they use, how reliable their internet connection is, and what alternative methods they have in case of technical issues. This way, you can plan ahead and choose the most suitable format and tools for the interview and the feedback.

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Eric GAUBERT

AI Strategy | Business Development | Insurance | Speaker | Innovation | Podcast Producer
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S'agissant de fournir un retour d’information aux candidats ayant un accès limité à la technologie pendant les entretiens, il faut partir du principe qu'ils ont au moins accès à une ligne téléphonique (fixe ou mobile). Ensuite il faut définir avec eux quel est leur moyen de communication le plus approprié. Privilégier quoi qu'il en soit le rendez-vous physique.

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Shubam Tripathi

ll Talent Hiring & Campus Head || AI/ML/RPA || Leadership Hiring || HR Transformation || HR Process & Policies II TA PAI Young HR Leader 2021,23 || HRD Young HR Leader 2020 || HR 40 Under 40 ll Forbes 40 under 40 ll HBR
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Assess the Situation: Before providing feedback, understand the candidate's technology limitations and communication preferences. Offer Alternative Feedback Channels: If video conferencing is not feasible, explore alternative feedback methods such as phone calls, audio recordings, or email correspondence Schedule Feedback Sessions in Advance: Coordinate feedback sessions with candidates in advance to ensure they have adequate time to prepare and access the necessary technology. Provide clear instructions on how to connect or access the feedback session Provide Clear and Concise Feedback: Deliver feedback in a clear, concise, and well-structured manner.

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2 Choose the right channel

Depending on the situation, you may have different options for providing feedback to candidates. For example, you can use video calls, phone calls, emails, text messages, or online platforms. You should consider the pros and cons of each channel, such as the quality of communication, the level of interaction, the convenience, and the cost. You should also respect the candidates' preferences and availability, and avoid imposing a channel that they are not comfortable or familiar with.

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Nathalie DREAN ??????

?? Enseignement supérieur pluridisciplinaire , RH, Management, Communication, Digital, Projet Pro, Personnel Branding, Entrepreneuriat. Facilitatrice et top 1% LinkedIn ? Ecoles d'ingénieurs, de Management, Universités.
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Lorsqu'il y a un accès limité à la technologie, il est essentiel de choisir un canal de communication adapté pour fournir une rétroaction efficace et respectueuse aux candidats. Pour cela, vous pouvez utiliser des méthodes traditionnelles telles que les entretiens téléphoniques. Vous pouvez également utiliser des applications de messagerie instantanée accessibles via un seul clic sur un téléphone mobile, pour faciliter la communication avec les candidats. Enfin, organiser des séances de rétroaction en personne est une autre option pour offrir une rétroaction de haute qualité, même en cas de limitation technologique.

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3 Be clear and concise

When you provide feedback to candidates, you should be clear and concise about your expectations, your evaluation criteria, your observations, and your suggestions. You should avoid using jargon, slang, or idioms that may confuse or offend the candidates, especially if they are not native speakers of your language. You should also use simple and direct sentences, and avoid long paragraphs or complex structures. You should also check your spelling and grammar, and use a polite and professional tone.

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4 Be timely and consistent

Another important aspect of providing feedback is to be timely and consistent. You should provide feedback as soon as possible after the interview, preferably within 24 hours, so that the candidates can remember the details and act on your suggestions. You should also provide feedback to all candidates who participated in the interview, regardless of their performance or status. You should also follow the same format and structure for all candidates, and avoid giving contradictory or biased feedback.

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Eric GAUBERT

AI Strategy | Business Development | Insurance | Speaker | Innovation | Podcast Producer
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Outre les commentaires, il est important de préciser aux candidats quelles sont les étapes dans le parcours de recrutement et quelles fonctions de l'entreprise ils vont rencontrer. Faire une rétroaction / un feedback aux candidats est primordial. Un appel téléphonique est à privilégier pour faire des retours constructifs, donner des conseils et encourager les candidats dans la poursuite de leur recherche si elle a été négative pour votre entreprise.

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5 Follow up and engage

Finally, you should follow up and engage with the candidates after you provide feedback. You should thank them for their time and interest, and invite them to ask questions or share their thoughts. You should also encourage them to keep in touch and update you on their progress or availability. You should also provide them with information about the next steps of the hiring process, and inform them about any changes or delays. By doing so, you can show your appreciation and respect, and maintain a positive rapport with the candidates.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you provide feedback to candidates with limited technology access during interviews?

1

2

3

4

5

6

1 Assess the situation

2 Choose the right channel

3 Be clear and concise

4 Be timely and consistent

5 Follow up and engage

6 Here’s what else to consider

Global Talent Acquisition

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How can you provide feedback to candidates with limited technology access during interviews?

1

2

3

4

5

6

1 Assess the situation

2 Choose the right channel

3 Be clear and concise

4 Be timely and consistent

5 Follow up and engage

6 Here’s what else to consider

Global Talent Acquisition

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