Feedback is not only a valuable tool for improving your hiring process, but also a way to create a positive candidate experience that can boost your employer brand, increase referrals, and reduce turnover. In this article, we will explore how feedback can benefit both candidates and employers, and share some best practices for giving and receiving feedback throughout the hiring journey.
Feedback is essential for candidates to understand their strengths and areas for improvement, as well as to gauge their fit and interest in the role and the company. Feedback can also help candidates feel valued, respected, and engaged, which can increase their satisfaction and loyalty. On the other hand, lack of feedback or poor feedback can lead to frustration, confusion, and resentment, which can damage your reputation and discourage future applications.
candidates times and money both are important if you reject a candidate at least send a feedback email to him this is the best way.
We need to respect the time and efforts from the candidate thru the hiring process and hence its critical to share timely feedback with them. If they feel respected and valued and the experience is great, they would be eager to hear back on their candidature. We need to understand that every candidate may also be a customer for the brand and its important to share honest feedback with them. Feedback should start with what was good about the candidate, what was something that didnt work out, followed by what they could have done better. feedback helps people feel valued and connected.
1.Even if a candidate isn't selected, thoughtful feedback helps maintain a positive connection. Candidates who feel respected are more likely to consider future opportunities with the organization. 2. When their job applications are closed, candidates feel appreciated, which improves the candidate experience and strengthens the employer brand. Even if the feedback is short and crisp it is necessary to share the same with the applicants.
Not receiving feedback feels like being ghosted! The job search experience is a human journey, so why not treat it as such? Just as we seek connection in all our relationships, why should work be any different? While recruiters handle numerous candidates and positions, investing more resources in this process is crucial—it's our organization's introduction! The first impression matters!
Feedback is really important in hiring. Most times, companies have to say no to more people than they say yes to. But everyone should still have a good experience. If people get clear and helpful feedback, they won't mind a longer or tougher process. They like learning about their natural strengths, what they're best at, and the kind of company culture that fits them. Even if they don't get the job, this knowledge makes the experience positive. Good feedback helps people feel they've gained something valuable. Dalal et al. (2019) even found that giving feedback after a personality test can make candidates feel better about the whole process.
Feedback should be given at every stage of the hiring process, from the initial screening to the final decision. However, the timing, frequency, and format of feedback may vary depending on the context and the candidate's preferences. For example, you may want to give feedback more often and more quickly for shortlisted candidates, or use different channels such as phone, email, or video for different types of feedback. The key is to communicate clearly and consistently with candidates about when and how they can expect feedback, and to follow through on your promises.
From the initial meeting to the last stage, you should try giving back genuine feedback that helps the candidate understand what more can be done. This makes them more confident and prepares them to expect feedback and implement them for better results.
I think when we should give feedback shouldn't be a question because feedback must be given at every stage, starting from shortlisting candidates until they're perfectly placed. However, providing feedback is never a never-ending process. Therefore; we all should work on such a system where everyone gets a chance to learn and grow. What I think is, feedback is not only the opportunity to interact and tell employees what has gone sideways, but, it's also an opportunity to let your employees know that you care about them, their learning, and how they feel working with you.
I have found the most apt feedback which candidates also value is during the interview itself. Mentioning as brief as "We liked your profile but we are evaluating other profiles as well. We will gwt back to you in 2 weeks time" goes long way.
I believe feedback is essential in the hiring process, from start to finish. It keeps candidates informed and engaged, but how, when, and how often we give it can change based on the situation and the candidate's needs. It's also important to tell candidates when and how they'll get feedback, and then stick to it. This clear and honest communication builds trust and shows candidates they're valued. We have about eight points in the whole process where we give and get feedback, this gives a sense of fairness and keeps everything balanced. But saying we'll give feedback isn't enough - we have to follow through. If we don't, candidates might feel disappointed.
Ao final de cada etapa, é importante dar feedbacks para as pessoas que n?o foram aprovadas, tendo em vista que a mesma estará esperando por um retorno e, provavelmente, nunca virá. Minha dica é, se você tem certeza que aquela pessoa candidata n?o tem as hards e/ou soft skills necessárias para a vaga, no próprio momento da entrevista ressalte os pontos da vaga que n?o deram match com a pessoa de forma sutil e humanizada, mas sempre evidenciando os pontos positivos da pessoa. Caso se sinta mais confortável, enviar feedback por e-mail pode ser uma boa saída, mas dê preferência em descrever um pouco sobre quais expectativas a empresa tem naquele momento e quais as que a pessoa candidata n?o atendeu.
Feedback should be specific, constructive, and balanced, meaning that it should highlight both the positive and the negative aspects of the candidate's performance, behavior, and potential. Feedback should also be relevant, actionable, and realistic, meaning that it should focus on the skills and competencies that are required for the role, provide suggestions for improvement, and avoid unrealistic expectations or promises. Feedback should also be respectful, empathetic, and honest, meaning that it should acknowledge the candidate's feelings, efforts, and goals, and avoid sugarcoating or lying.
When giving feedback, clarity is key. Begin by affirming what the candidate did well, ensuring they understand their strengths are seen and appreciated. Then, address areas for improvement by linking them directly to job requirements, providing a clear connection between feedback and expectations. Offer concrete steps they can take to enhance their skills, which shows you're invested in their growth. Be truthful but kind; honesty helps candidates understand where they stand and how to progress. By balancing openness with consideration, you create a feedback environment that not only informs but also motivates candidates.
Crafting feedback is an art, aim for clarity and supportiveness. Start with what worked well, anchoring positive behavior. Then, address areas for improvement by suggesting clear, achievable actions. Always link feedback to job expectations and use it as a springboard for growth. A respectful tone, acknowledging effort, makes feedback a tool for development, not just evaluation. This approach turns the feedback process into a constructive dialogue, enriching the employee's journey.
Constructive feedback, even for candidates who might not be the current fit, encourages them to grow and apply again in the future. It nurtures a talent pool of potential candidates who have a positive impression of your company.
Feedback after interviews should be given in person or via phone. As tough at this sometimes feels from a recruiter's perspective, taking the time to pick up the phone shows respect towards your candidates and makes them feel valued, even though they didn't get the job. This also gives them the opportunity to ask questions and provide feedback on your interviewing process.
Feed forward, focusing on future actions, offers proactive, positive, solution-oriented guidance, reducing defensiveness and empowering individuals for skill enhancement. It’s a forward-looking approach, providing constructive suggestions for improvement, distinct from feedback that reviews past actions.
Feedback is a two-way street, and candidates should also have the opportunity to give feedback to the employer about their hiring experience. This can help you identify and address any issues or gaps in your process, as well as to learn more about the candidate's needs, expectations, and motivations. You can solicit feedback from candidates through surveys, interviews, or reviews, and use the feedback to improve your hiring practices, policies, and culture. You should also thank candidates for their feedback, and show them how you are using it to make positive changes.
Couldn't agree more! Feedback is a dialogue, not a monologue. A recruiter should not just do the talking, but also give the candidates the opportunity to spill the beans too. Whether it's through a quick survey or just shooting the breeze in an interview. Direct insights from the candidates help us tweak things, and make the process smoother. I think we should use the feedback as the compass guiding positive changes. So, a big shoutout to candidates – your thoughts matter, and we should not just be nodding on your points; we must use your input to make the hiring ride better for everyone!
Receiving feedback gracefully is an art that involves candor and a growth mindset. In my recent experience, I have found that the key is to actively listen without being defenseless. When a colleague gave me feedback on a project, I resisted the urge to respond immediately and instead took time to absorb the information. I asked clarifying questions to fully understand their point of view. Instead of treating it as criticism, I treated it as an opportunity to learn and grow.
Candidates insights are invaluable, inviting them to share their experiences helps uncover process improvements and aligns with their expectations. Utilize surveys, interviews, or reviews for candid feedback, demonstrating a commitment to continuous enhancement. Gratitude for their transparency and strengthens the candidate-employer relationship.
Employers should ask for feedback not only from those who are hired, but for those who are not selected as well. The employee experience begins from when an individual applies to the organization. Feedback that is taken and applied, can only improve the experience in the future.
Agreed. Having a platform to receive candidate feedback on the recruitment process is vital for the employer to monitor their recruiting methods.
Feedback is not only qualitative, but also quantitative, and you can use data and metrics to evaluate the effectiveness and impact of your feedback. Some of the common metrics that you can use are feedback response rate, feedback satisfaction score, candidate net promoter score, offer acceptance rate, and retention rate. These metrics can help you track and compare how different types of feedback influence the candidate's perception, engagement, and behavior, as well as to identify and optimize the best practices for giving and receiving feedback.
Feedback could be measured by the outcome of the process. e.g. If the feedback is that the performance management system is complicated to understand. After a thoughtful action, what is the feedback in the next cycle about the same process.
Incorporating candidate feedback into the hiring process through Net Promoter Score (NPS) questions is a game-changer for improving the overall interview and hiring experience. By utilizing a simple and focused NPS question, such as "On a scale of 0 to 10, how likely are you to recommend our hiring process to a friend or colleague?", organizations can swiftly gather actionable insights. This not only streamlines the feedback process but also provides a quantitative measure, enabling recruiters to make targeted improvements and continually enhance the candidate journey.
Feed back is a gift Anyone who takes time to give feedback appreciates you. The catch is in the how. The language used, the place and time that the feedback is given, the tone of voice etc. If done correctly, engagement and movitation,and performance will sky rocket. Done poorly, team dissatisfaction will be very evident. Cheers to proper feedback giving:)
Offering specific and personalized feedback to candidates highlights the organization’s commitment to their development. This not only provides clarity on the hiring decision but also helps candidates learn and grow from the experience, ultimately fostering a positive perception of the company.
Employing data and metrics allows for an objective assessment of feedback effectiveness and impact. This data-driven approach enables organizations to refine feedback processes, measure improvement over time, and ensure a comprehensive understanding of its influence on performance and development.
Feedback is not a one-time event, but a continuous process that requires commitment and collaboration from all the stakeholders involved in the hiring process. To create a feedback culture, you need to establish and communicate clear feedback goals, guidelines, and expectations, and provide training and support for your hiring team and managers. You also need to encourage and reward feedback, and celebrate and share the successes and learnings that result from feedback. By creating a feedback culture, you can foster a positive candidate experience that can benefit your organization in the long term.
In my view, every employer has to adopt a mentoring culture. Good mentors want the best for the people they engage with and that means they will provide feedback that is relevant and helpful to the mentee’s wellbeing.
I always believe that in order to create openness and transparency within the culture,bilateral feedback should be encouraged irrespective of the hierarchy and power distance . There might be initial apprehensions on part of employees to give feedback directly to their immediate supervisors but a supporting environment along with open minded attitude displayed by managers will encourage this practice.
Feedback culture requires trust that there is positive intent. That the act of feedback is an opportunity for improvement , is a starting point for exploring what and how we can do things better. When we give feedback always say why and we can ask for feedback on our feedback:)
By taking a holistic and intentional approach to feedback, organizations can create a culture where feedback is seen as a valuable and integral part of personal and professional growth.
- If we succeed to create positive culture and strong relationships with professionals understanding between the employees and management’s surely what ever the feedback will be this is will taken as a way to improve the success for all the company and in this case we can say that we have feedback culture in our company.
Feedback can enhance the candidate experience by providing clear and constructive insights into an applicant's strengths and areas for improvement, it also fosters transparency, builds confidence, and turns the recruitment process into a valuable learning experience, creating a positive candidate journey.
- Timeliness can be of great help to the candidate if they are given the feedback promptly after the task/assessment. - Adding a personal touch in feedback and humanizing the process shows that you've invested time in understanding the candidate's application and contributions rather than sending a blanket response to everyone. - A clear and concise feedback would be appreciated by the candidate, so that they know if they are progressing to the next stage or not, instead of being left to wonder if at all they got through. A better option may be to offer constructive feedback thereby letting the candidate know why they did/didn't get through so that they keep those points in mind.
From a candidate standpoint a feedback should not be considered as just a task for closing the loop but an act of giving or empowering . Here is how to do Time: Feedback should be given timely .Justice delayed is denied . Constructive :Clearly call out areas of opportunity to improve chances of success even if you can't be descriptive E.g hey may be you need to clearly articulate the learnings from the project in your CV .Brush upon these areas and suggest some free online courses . Experience : For recruiters it's important to consider that candidates are your potential customers and external voices so they will certainly share their impression if not treated in the manner they should have been
Based on my experience, creating a feedback culture as an employee, supervisor and parent is very critical in motivating and shaping the productivity of your team/family. However unpalatable, please provide honest feedback to correct an anomaly, inspire the team and instill some confidence. The reinforcement that you provide can help improve the situation and align your team to the vision and mission of the organization.
Feedback plays a crucial role in creating a positive candidate experience throughout the recruitment process. When providing feedback, focus on constructive criticism rather than just pointing out weaknesses. Offer specific examples and suggestions for improvement. This not only helps candidates understand areas for growth but also shows that your organization is invested in their development. Tailor feedback to each candidate based on their specific strengths and areas for improvement. Personalized feedback shows that you've taken the time to consider their individual performance. Two-way Communication - Encourage candidates to ask questions and provide their own feedback on the recruitment process.