How can you provide feedback that encourages growth and development?

Being specific is so important -i nstead of saying "good job," specify what exactly was good about the interview. This helps the person understand what they did well and can continue to do in the future. Additionally, provide actionable feedback: Instead of saying "you need to improve," provide specific actions they can take to improve. This gives them a clear path forward.

Uma vez, eu forneci o feedback para um funcionário interno que me procurou para entender o motivo que n?o tinha passado na vaga de Controladoria. Eu expliquei que faltava para ele o conhecimento técnico. Mas, aproveitei para informar que ele tinha um raciocínio lógico para analisar dados e mostrei que haviam outros cargos na empresa que ele poderia se candidatar, como exemplo: analista de informa??es gerenciais. O candidato n?o sabia do que se tratava na época, mas foi pesquisar sobre as fun??es e acabou se interessando pelo cargo. Na primeira oportunidade que teve de se candidatar para vaga de informa??es gerenciais, ele acabou passando, pois o seu perfil estava muito mais aderente do que o cargo de Controladoria.

Specific, timely feedback is important for transparency with a candidate so they can have all of the information. Providing feedback can give a candidate the opportunity to grow and continue development. It is also important when we think about networking and building relationships.

Offer specific feedback on actions or behaviors rather than general statements. Address behaviors rather than making it about the person. Frame feedback using "I" statements to express your perspective. Acknowledge strengths and achievements before providing areas for improvement. When providing constructive feedback, suggest ways the individual can improve or develop.

Balanced and constructive feedback is great for the relationship. Giving a candidate the transparent feedback, while also ensuring that they can define where their strengths are, while also being able to understand where they may have fallen short and can improve moving forward!

Cultivate the practice of recognizing individuals for their positive actions. Generously express your appreciation for their efforts, whether in a forum or in the presence of other staff members. Recognizing that everyone makes mistakes, it's more constructive to suggest alternatives when identifying an employee's error, rather than putting them on the spot.

I think this brings up a good point about how we don't want to hurt someone's feelings, so we skirt around the issue instead of naming it directly. A candidate or employee cannot grow if they don't know exactly where they can improve!

It is important to provide specific feedback on what the other candidate did that set them apart if it was truly a close call. For example, maybe the other candidate scored higher in a competency that the team needs right off the bat, or they provided more detailed examples during the interview that demonstrated their skills. For example, "I want to share that this was a competitive pool, and the candidate the team selected scored high across all the competencies, specifically in the ability to influence stakeholders and managing up. Given where the team is now, we need someone who is able to hit the ground running in those areas." This *should* go without saying - but this is why it is important to take strong notes when interviewing!

- Begin with positive feedback: Start by highlighting the candidate's strengths and what they did well during the interview. - Be specific: Avoid vague comments. Instead, provide clear examples to illustrate your points. - Be constructive: If there are areas for improvement, suggest ways they can improve rather than just pointing out flaws. - Be honest but respectful: Don't sugarcoat negative feedback, but deliver it in a respectful and professional manner. - Encourage questions: Allow the candidate to ask questions to clarify any points and ensure they fully understand the feedback. - End on a positive note: Conclude the feedback session by reiterating their strengths and potential fit for the role.