What do you do if your feedback lacks specificity and actionability?

I always provide clear, actionable feedback to help clients enhance their hiring processes and candidates enhance their hire-ability. If my feedback lacks specificity, I dig deeper to fully understand the challenges. I analyze job descriptions, sourcing channels, and hiring data to uncover data-driven insights. I then offer concrete recommendations on optimizing job postings, expanding outreach, and streamlining assessments to attract and identify qualified candidates. The goal is to be a strategic partner, giving clients the guidance and tools they need to build high-performing teams tailored to their unique business needs.

People need guidance, as simple as that. Guide your team and consider offering training/workshops to improve their skills on how to give and receive feedback effectively. Consider using the SBI model to give feedback. You capture and clarify the Situation (S), describe the specific Behaviors (B) observed, and explain the Impact (I) that the person's behavior had on you. Before you finish, clarify what the next steps are and guide them to achieve their goals.

Feedback is always welcome but when it is ambiguous and vague it defeats the purpose of self improvement. Seek clarity / ask questions Ask specific instances/ data points to validate it Paraphrase the concerns Don’t get rattled but welcome feedback as it shows your quest to improve and grow

When feedback lacks specifics and action points, it's like driving without a map – I'm left guessing where to go. I need clear details on what I did well and what needs improvement. Without that, I'm in the dark about how to grow. It's like telling a chef the soup needs more flavor without saying what spices to add. I need concrete examples and suggestions to understand how to improve. That way, I can take clear steps to get better.

In recruiting, receiving and acting on feedback is crucial for improvement. The advice to seek clarity when feedback is vague is particularly valuable. It's a proactive approach that not only demonstrates your commitment to growth but also helps in refining recruitment strategies. By asking targeted questions, you can uncover specific areas for enhancement, making the feedback process a strategic tool for optimizing your recruitment process. This approach fosters a culture of continuous improvement and collaboration.

Take a moment to acknowledge any emotions that arise from receiving feedback, but try to set them aside temporarily. Emotions can cloud your judgment and prevent you from reflecting objectively.

Open, honest, clear and concise feedback is essential at all times of the recruitment process. Offering feedback at all stages is important, but it has to be helpful and constructive to the candidates. There's no point try to sugarcoat something, as this will not help or benefit the candidates. Tough love needs to be applied sometimes. Offer ways for improvement and what they can work on for the next time.

Every interview will have small issues that are really noticed or matter, like getting dates wrong as an example. There will be large details that are more important, data, stats, project examples, etc, these are key point that people should know and be able to remember. Prioritising the most obvious concerns or weaknesses from an interview will always prove to be the most helpful. It might be tough to give them, but all candidates will be thankful of the advise. It's best to be helpful and honest!

As an experienced Consultant, I develop comprehensive action plans when my feedback lacks specificity. This involves deeply analyzing the client's current strategies, then collaborating to define concrete, measurable objectives. The action plan maps out specific steps, such as revising job postings, implementing screening tools, expanding diversity outreach, and optimizing the interview process. I ensure each item has clear ownership and deadlines, while building in regular check-ins for iterative refinement. This collaborative, data-driven approach empowers clients to transform their hiring capabilities and achieve their recruitment goals.

Based on your reflection, create an action plan for how you can address the feedback and improve in the areas identified. Set specific, achievable goals and outline steps you can take to reach them.

Work with the individual to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals based on the feedback. Define clear objectives and establish a timeline for achieving them, ensuring that progress can be tracked and measured.

Try and catch a hold of your stakeholders in office, speak about 2-3 recent rejections and it becomes easier for them to connect the dots and maybe share some insights that can help. Some of them still wont share much, then push back on those profiles stating their strengths again. Pushing back is an important skill for recruiters and it often leads to detailed answers coming from the stakeholders (out of spite but who cares if it helps you close a role for them eventually).

Elevate feedback by making it specific and actionable. Provide concrete examples, focusing on behaviors and outcomes. Offer clear guidance on areas for improvement and actionable steps for growth. Encourage open dialogue and collaboration to ensure feedback is meaningful and leads to tangible progress.