How do you give respectful and timely recruiting feedback?

1. Appreciating the time they have spent in interviews 2. Sharing their positive feedback by letting them know their strengths which boosts their confidence 3. Helping them understand the growth areas and how important those areas could be for the role they have applied for 4. Proactively informing the candidates about the feedback of each round - what went well and what could’ve gone better including the expectations from the next round Overall being transparent in sharing the feedback throughout the interview process and not just at the end of the interview.

While back in India, a common tendency that I have witnessed by most of the recruiters, is they do not share the feedback or keep the candidate on long time without personalization. It is a practice that is different in Canada, with a flip to how the candidate believes in 'Candidate Experience' as some organizations are open to talk to the rejected candidates and share those inputs which help the candidate to self-introspect and working to develop those essential skills both technically and interpersonally. These reject ones today could be our potential candidate to work with us tomorrow in many ways! It is cumulative development strategy that works on the firm's existing employees and those who couldn't make it through the interviews.

In recruitment feedback plays a vital role. If we keep our candidates updated on their candidature, they will feel valued and will definitely stay in touch with you till they find the right job. Secondly, Debrief should be done with each and every candidate after their interview because this will help to understand how that interview went and where did the candidate lack. Also, Thank you note should be taken from the candidate and that need to be shared with the client. This shows how much candidate is interested in that particular opportunity. Importantly, once the candidate find the right job, they will for sure refer their friends, colleagues and relatives to you. This is called human connect!!

In India, it's not a widespread practice for several reasons, but providing feedback to candidates is a crucial aspect of the candidate experience in my team. This is especially true for those who have gone through 2 or more rounds with our organization. Handling the high volume of candidates makes it technically challenging to call everyone individually. I approach recruitment by putting myself in the candidate's shoes. Drawing from positive experiences I've had as a candidate, I strive to replicate those good practices in all our interviews. Sharing feedback remains a top priority for me.

In my current position as a Talent Acquisition leader in a recruitment firm with a presence in both India and the UK, I often observe room for improvement in delivering timely and personalized feedback to candidates. It's worth noting that some recruiters have a tendency to delay or neglect the feedback process, resulting in less personalized communication. An organization's comprehensive feedback policy increased skill improvement by 30% among candidates. In a year, 15% of rejected applicants reapplied, achieving 25% faster integration, demonstrating the powerful effect of feedback on growth. Feedback fuels candidate growth, enriching talent acquisition and organizational success.

I believe we should be specific in our feedback as much as possible. Instead of vague statements, provide concrete examples of what the candidate did well or areas where they can improve. Use relevant facts from their interview or application to support your feedback that can improve overall candidate experience as well.

To provide effective and valuable feedback to candidates after an interview; on my point of view we can firstly start with a positive note by highlighting the candidates' strengths and positive qualities that stood out during the interview. Being specific about the fields where candidates did well, and the points that they can improve is also considered to be important. Giving constructive feedback is designed to help the candidates improve. Avoid being critical or negative, and focusing on providing suggestions for improvement. Finally, end the feedback on a positive note by encouraging the candidate to apply for future roles or to continue developing their skills and experience.

Working on the agency side, detailed feedback isn't always readily available. However, keeping candidates in the loop about their progress is pivotal for fostering enduring relationships and positive experiences. I prioritize communication, ensuring all screened candidates receive email updates. For those interviewed, I extend a live conversation, regardless of the depth of feedback, assuring them of my consideration for future opportunities. Open dialogue is key to a seamless candidate experience and lasting professional connections.

When it comes to structuring feedback, I approach it like having a friendly conversation. I start by highlighting the candidate's strengths, sharing specific moments from the interview that impressed me. Then, I gently address areas for improvement, always focusing on growth and potential. Questions are not just allowed; they're encouraged. I want candidates to feel free to ask, clarify, and learn. It's like talking to a friend, where openness and understanding are key. Finally, I always conclude on a positive note, expressing my support and encouragement. I believe in uplifting candidates, making them feel valued, and helping them realize their full potential.

Providing respectful and timely recruiting feedback is essential for maintaining a positive candidate experience and fostering good relationships with potential hires, even if they aren't the right fit for the current role. 1. Be prompt 2. Be specific 3. Be constructive 4. Balance the positive and negative 5. Use a professional tone 6. Offer actionable advice (Only if you feel it is required) 7. Offer to stay in touch 9. Be empathetic Remember that providing feedback is an opportunity to leave a positive impression, even when delivering disappointing news. It can help candidates understand why they weren't selected and motivate them to improve their skills or approach in future job searches.

There is nothing worse than going through sometimes over 2 hours of repetitive application work and numerous interviews only to either be ghosted or get some weakly worded, vague rejection email from an organization. Respect people's time and work that they put into the process. Respond in a timely manner and with respect.

Providing feedback as soon as possible is crucial. Candidates often invest a lot of time and effort into the interview process, and they appreciate timely responses. Frame your feedback in a constructive manner. Instead of saying, "You lacked the required skills," you could say, "While your skills are strong in A and B, we believe that further development in C would make you an even stronger candidate for this role." Maintain a professional tone and avoid making it personal or emotional. Stick to the facts and the job-related aspects of their performance. If you see potential in the candidate but they weren't the right fit for the current role, express your interest in keeping their resume on file for future opportunities.

One timing for feedback is the immediate/spot feedback. This is feedback with the goal of building confidence, steering the candidate towards success, and evaluating how the candidate can course correct. This can be less detailed than other timings since it’s not hinged on overall evaluation. Here are two examples of immediate /spot feedback: “That was a really complete answer to that question and gave me a good idea of your level of expertise/experience in/with [skillset/technology/functional area]” or “Thank you for that answer. While there was interesting information you shared my goal was to understand xyz. Can you take a second to gather your thoughts and answer again with that goal in mind?”

Couldn't agree more with this insightful point! Timely feedback in the recruitment process is not just a courtesy; it's the cornerstone of a positive candidate experience. Keeping candidates in the loop and promptly sharing constructive insights can truly make a difference in their engagement and motivation levels. Transparent communication, coupled with a clear outline of the process's next steps, goes a long way in building trust and respect

I prefer to deliver feedback within a week after the interview. This timeframe strikes a balance—it allows candidates a chance to reflect on the conversation and provides timely insights. This approach ensures that the feedback remains relevant and impactful, contributing to a positive candidate experience.

I am all for the above and recruiters should fight for their candidates to get good quality feedback i.e. proper, consistent, and respectful. Do not hesitate to side with your candidates when you find your recruiting teams abusing their recruiting power. Take the matter to the higher authority if you have to. Recruting teams are responsible for equipping their recruiters with the right knowledge and understanding about the role that they are recruiting for. This best done through good quality interview feedback. A confuse recruiter is a start of a failed recruitment process and low quality feedback is the most effective way to confuse even the most skillful recruiter.

Feedback should serve a purpose - it should be direct, non-emotional, and relevant to the job. Moreover, it should be given with the intent to have the candidate understand the decisions made about their alignment to the job. I have found that direct, constructive feedback is always appreciated over trite, non-informative pleasantries.

Respectful feedback is not only a matter of professionalism but also a legal and ethical obligation. It's essential to focus on factors directly related to the job and performance. Providing respectful and consistent feedback reflects positively on your organization and promotes a fair and transparent recruitment process.

Avoiding certain pitfalls in providing recruiting feedback is crucial to maintaining professionalism, promoting fairness, and protecting your organization's reputation. The article highlights some key aspects to steer clear of in the feedback process: Disrespectful or discriminatory comments, irrelevant feedback, inaccurate feedback, inconsistency unfounded criticism: By steering clear of these pitfalls, you can maintain a fair, respectful, and professional approach to providing recruiting feedback. This not only benefits candidates but also safeguards your company's reputation and reduces the risk of legal complications.

While writing the feedback, we should avoid subjectivity, avoid using generic statements in an unprofessional language and focus on performance, not personal characteristics. Also, avoid negativity and any comments that could lead to discrimination or legal problems.

Handling feedback requests is about being friendly and helpful. Once, a colleague asked for project feedback; I responded promptly, making it useful for them. Another time, a friend sought advice on a presentation; I was specific, pointing out strengths and areas to refine. Being respectful and open, I encourage questions, turning requests into fruitful conversations. Expressing gratitude and following up on improvements makes the experience positive and supportive

According to me, many of the interview processes are lopsided! The interviewers ask questions to the candidates to understand the skill and their capabilities suiting to the job requirements! At the same time, the candidates should be given opportunities to ask questions to the interviewers to understand the organizational goals and whether they should fit in to the systems and work culture of the organization! A feed back to this effect may be obtained from all the interviews to have a transparent interview process!

I find it strange when a company applies a policy to reject their candidates without providing feedback. It might be the norm a few decades ago but contemporary companies should take part in building a more dignified workforce by making sure that their recruitment process includes this very important step: to share constructive feedback to candidates who have invested their resources to attend an interview. Recruiters who can accept hiring teams' decisions to reject their candidates without good quality feedback are set to fail because they won't be able to improve their search and screening results - they won't know any better, right? Feedback serves the hiring teams as well as the candidates hence it is imperative.

Giving respectful & timely feedback during hiring is important for making candidates feel good as it's a building block for a good experience & giving feedback helps the person. e.g. instead of saying 'You're not right fit' we can say 'You're good but we need more experience in a certain area'. That way, it's more encouraging. Giving quick feedback helps as it shows we care about candidate's time. If we decide not to select, it's better to tell them within max. a week. They're not waiting & helps them move on.Asking for candidates thoughts on hiring process shows we care about what they think to better our hiring process. A respectful, fast feedback is like a 2-way road; gives good candidate experience & helps us hire the right people.

It's always a major green flag when a candidate approaches receiving feedback from a place of curiosity and a commitment to learning and growing. It shows that a candidate is open-minded and likely works well as a member of a team!

Asking for feedback from the hiring managers is crucial for the recruiter, as it helps to build a better partnership. It can be done after the successful completion of the hiring process, in the form of discussion or questionnaire. The other form of the feedback may be a performance review. Even if the hiring team and the vacancy are the same, the impression can be different. When hearing from the partners about the recruiter's performance, there will be either a room to grow, or the recruiter makes sure they chose the best strategy for the particular vacancy.

Candidates applies for many jobs at the same time. Giving feedback is crucial as it gives them the clarity they need making the best decision for their next career opportunity. However what some candidates do not know is that the recruiter also depend on feedback from Hiring Managers whether it’s internal stakeholders or clients. This causes most delays on giving feedback to candidates. You should however try your utmost best to keep the candidate up to date and be transparent at all times.

Clarity is kindness: I always make it a point to outline the entire hiring process in the job description—once a candidate is in, I guide them through each stage. It's a natural way to set expectations and manage anxiety. Delivering a 'no': that's never easy, but when it comes to being junior or career-transitioning candidates, I offer some free mentorship. In my eyes, It's a small act that can have a huge impact on their career. Respecting their time: If I notice a high dropout rate at a certain stage, I think it's only fair to rearrange the process. The way I like to approach this is by moving that challenging stage up front. This respects the candidate's time and minimizes their investment in a process where they might not succeed.

At Samsung, we are truly embracing every moments to make sure candidate's experience is fascinating. You cannot only feedback to passed candidates and ignore the rest. Failure does not mean they are not good enough, they will be suitable with another positions or other companies. "Heart-to-heart" is one of my principle when carrying the recruiting process. Respectful timely recruiting feedback will help the candidates review and improve their weaknesses. Moreover, you can raise not only the company recruiting brand awareness but also your own brand name, which will reflect how professional you are in the eyes of candidates. Last, being professional from the very beginning step to the end will build trust and improve hiring process.

As a Recruiter, I want my candidates to feel that even if they didnt end up getting the role, I want them to feel like it wasnt meant to be because they are meant for greater things. I know that we are all busy and dont have a lot of down time, but If I can, I tell them to keep in touch with me and if they ever need a resume review or advice for an upcoming interview somewhere else, I am always there!

I always think it is important to have good rapport with candidates. This helps a lot when it comes to delivering feedback or even delaying feedback (when necessary). This rapport will often come from having regular catch-ups with candidates. In my experience, the best recruiters that I have trained and managed are on the phone constantly, keeping in touch and keeping candidates up to date with their applications. This makes feedback so much easier to give. Rapport is everything in recruitment.