Giving feedback to multiple candidates after an interview is a crucial but challenging task. You want to be fair, honest, and helpful, but you also want to avoid burnout and maintain your energy. How can you do that effectively? Here are some tips to help you.
Before you start interviewing candidates, make sure you have a clear and consistent feedback framework. This could be based on the skills, competencies, and behaviors you are looking for, or on a rating scale, or on a combination of both. Having a feedback framework will help you structure your thoughts, save time, and avoid bias. It will also make it easier to communicate your feedback to the candidates in a concise and constructive way.
Giving feedback is not only about pointing out the areas of improvement, but also about acknowledging the strengths and achievements of the candidates. Focusing on the positives will help you boost the candidates' confidence, motivation, and engagement. It will also help you create a positive impression of yourself and your organization, and build rapport and trust with the candidates. Additionally, focusing on the positives will help you maintain your own energy and enthusiasm, as you will be more likely to appreciate the diversity and potential of the candidates.
If you have built a strong relationship with the candidate from the beginning, all the way from speaking, supporting them. Then the final feedback should be so much easier to deliver to them. Don't just drop the candidate at that point, help, support and advise them to build their own confidence. This could be helping with their LinkedIn, tweaking their CV, or even being their own cheerleader to help them through the more difficult challenges when facing rejection.
It is also helpful to be as candid as possible such as, you have great xyz skills and the selected candidate happened to have a phd in xyz. Making certain they understand why goes a long way.
If you have to give feedback to a large number of candidates, you might want to consider using some tools or software to automate the process. For example, you could use an online platform that allows you to create and send personalized feedback emails, or a video recording tool that lets you record and share your feedback in a more human and engaging way. Automating the process will help you save time, reduce errors, and avoid repetition. It will also help you deliver your feedback in a timely and consistent manner, which will enhance the candidates' experience and satisfaction.
Giving feedback to multiple candidates can be mentally and emotionally draining, especially if you have to deal with difficult or negative situations. That's why it's important to take breaks between interviews and feedback sessions, and to practice some self-care activities. For example, you could take a walk, listen to some music, meditate, or chat with a colleague. Taking breaks will help you recharge your batteries, clear your mind, and regain your focus. It will also help you prevent fatigue, stress, and burnout, which can affect your performance and well-being.
Finally, one of the best ways to improve your feedback skills and avoid losing energy is to ask for feedback yourself. You could ask your peers, your manager, or even the candidates for their opinions and suggestions on how you give feedback. Asking for feedback will help you learn from your mistakes, identify your strengths and weaknesses, and discover new ways to enhance your feedback delivery. It will also help you boost your confidence, motivation, and growth mindset, as you will be more open to feedback and learning opportunities.