How can feedback improve your hiring practices?

In my experience, tri-factor feedback is a valuable tool to gather a holistic view of the hiring process & identify areas of improvement. The 3 factors to consider are: Candidate feedback: Candidates’ overall experience with the interview process. HM feedback: Experience with TA team’s engagement & quality of candidate pool. Recruiter feedback: Experience with HM’s engagement during the recruiting process. Once new employees are on board, it’s important to collect feedback from HMs to determine the quality of hire, and to corelate interview feedback with employee performance & assess the quality of hire in the context of building a high performing team.

Knowing candidate's perspective is instrumental to improve your hiring process. Once they face any selection steps (e.g. interview), recruiters can ask for their feedback and candidates may share their interview experience, time management, welcoming atmosphere, regarding experts questions etc. Necessary actions can be followed based on candidate feedback.

Feedback is essential for improving any process, and hiring is no exception. By gathering feedback from candidates, recruiters, and hiring managers, you can identify areas where your hiring practices can be improved. This can lead to better candidate selection, reduced turnover, and increased employee satisfaction.

Feedback plays a pivotal role in the success of any hiring process, and this significance is magnified in the context of global talent acquisition. Constructive feedback can highlight areas where your sourcing strategies may be falling short, enabling you to adjust your approach to better target the desired talent pool. During the screening process, feedback helps identify patterns and discrepancies, ensuring that only the most qualified candidates move forward. Moreover, feedback plays a critical role in the interviewing stage. Interviewers' evaluations and candidate impressions provide valuable information for fine-tuning your interview techniques and ensuring they align with your company's values and expectations.

Feedback improves recruiting procedures in a number of ways: 1. Candidate Experience: By improving the application and interview procedures, feedback guarantees a nice candidate trip. 2. Skill Assessment: Insightful feedback improves the assessment of candidates' qualifications, resulting in more informed choices. 3. Bias Mitigation: When feedback reveals implicit prejudice, changes for inclusivity and diversity are made. 4. Process Refinement: Ongoing input improves the effectiveness of hiring procedures. 5. Employee Retention: Better hiring procedures cut down on employee churn and related expenses.

Gather Candidate Feedback: Begin by automatically soliciting feedback from every candidate who has participated in your recruitment process. Enhance Candidate Experience: Utilize the feedback received to pinpoint areas of your candidate experience that require improvement. Monitor and Measure: Continuously track your progress by assessing how changes made to your recruitment process influence candidate satisfaction and overall experience.

Let me share an eye-opening experience! We saw that a lot of candidates were being screened out because their resumes indicated job-hopping. So, instead of just relying on the resume, we reached out to these candidates for more context. On the call, we walked through each 'job' listed and discussed reasons for leaving, project specifics, and so on. It turned out, that in regions like LatAm, where outsourcing is common, developers often list multiple projects under different 'employers' even if they're all at the same company. This feedback loop didn't just help us avoid missing out on quality hires; it made us reevaluate our entire screening criteria. The power of feedback, folks!

Evaluating feedback on the performance and fit of new hires can help you gauge the effectiveness of your selection process. If you consistently receive feedback that new employees lack necessary skills or cultural alignment, it may indicate the need for adjustments in your hiring criteria.

This is very important. As we know usually people tend to connect with us when we have a vacancy, send us their CV's and I do understand a lot of recruiters just don't have the time to give feedback. But it's a meaningful gesture. When a candidate reach out to you and their profile are not align with the expectations that the vacancy have, TELL THEM WHY. It can be in one phrase or you can elaborate if you'd like to. But it'll save their time to look for more job opportunities and help other processes also. If there's an information missing, ask for an updated CV, they can update their overall informations and use this CV for other processes also They're people that need help, it's not something impossible to give when we have time to do it

Screening feedback has been invaluable in terms of several areas, including the need to streamline the application process. Candidates have expressed an interest in a low-friction application experience void of redundant questions or request information which can be found on their resume. In addition, many candidates have expressed a desire for a streamlined interview process, with many stating that they want fewer than 4 rounds of interviews. In an effort to respond to candidates’ feedback, I have routinely kept my initial recruiter screens below 20 minutes.

Ensure that interview feedback whether positive or negative is always fed back verbally to candidates and/or with Hiring Managers. My very first question to any candidate post interview catch up is - "what were your thoughts" as pointless proving any feedback to the candidate if they are not satisfied or have outstanding issues or questions. By building this into your process you automatically gain feedback without it resulting in a survey for a candidates to complete

Ah, feedback during interviews—you think you know, but you have no idea, especially when going global! ?? At Globy, we’ve run the international feedback gauntlet. Quick rundown: 1) for example, in the Philippines, you'll need to channel your inner detective and ask thrice, in three different 'moods,' just to get some real talk. 2) Ukrainians? Straight shooters. They'll serve you a feedback sandwich with no bread. No fluff, just facts! 3) As for LatAm, it's a mixed bag. Mexicans play feedback hard-to-get, while Brazilians just lay it out like they're at a Samba parade. Moral of the story: If you’re not adapting your interview style for these cultural quirks, you're missing out on some valuable, albeit colorful, insights!

We always reach out to all rejected candidates to understand their experience regarding the interview process. When we found a repetitive negative feedback for a certain process/step, we took actions to correct it and it helped us to improve our interview process. The positive feedback helped us to continue the good things we were doing.

Feedback is essential for refining our hiring practices. Honest input from interviewers, candidates, and team members helps identify strengths and weaknesses in our process. It guides us to make data-driven decisions, enhance communication, and pinpoint areas for improvement. Constructive feedback fosters a culture of learning and continuous growth, leading to better hiring outcomes and ensuring we bring in the best talent. Your insights are invaluable in shaping our approach and creating a more effective, inclusive, and successful strategy.

Feedback can also help you assess the inclusivity of your hiring practices. If you receive feedback indicating bias or discrimination, you can take steps to address these issues and ensure a more diverse and equitable workforce.

Providing feedback on the hiring process is essential to ensure that your organization can continually improve and attract the best talent whether you're an applicant, hiring manager, or HR professional. Hiring is an ongoing process, and feedback plays a crucial role in making it more efficient, effective, and candidate-friendly. By openly discussing the strengths and weaknesses of the hiring process, you can drive positive changes and attract top talent to your organization.

Candidate feedback is invaluable for refining our hiring practices. Your insights on the interview process, communication, and the overall candidate experience are instrumental in enhancing our approach. By sharing your thoughts, you help us create a more transparent, efficient, and inclusive hiring process that benefits all applicants. The employer committed to listening and learning from your feedback to continually improve and provide a positive experience for future candidates.

Use feedback to identify areas where your hiring team may need training or development. For instance, if interviewers frequently lack essential skills, you can provide training to improve their abilities in assessing candidates.

Usually it's something that most candidates have fear to provide, they think that if they give us a bad feedback we won't hire them anymore. Anf of course nothing should be done in this way Overall setting a few questions after the process for the candidate and the company to give us a feedback it's ideal, not more than 3 and 1 rating!

Based on feedback from hiring managers, candidates, and technical consultants, it’s proven beneficial and important to symmetrical standards. Meaning, to use the same set of grading and/or testing criteria, as well as the same interview questions and style (behavior-based for example) to accurately ascertain a candidates level of suitability for any given role. Feedback from candidates on this subject indicates that if a hiring decision is not made expeditiously after the final interview, the candidate may lose interest and accept an offer from a competitor. Hiring manager feedback also indicates the importance of having the autonomy to make a hiring decision quickly after the final interview.

Feedback in the hiring process is a two-way street, benefiting both the company and the candidates involved. It's not only about employers providing feedback to candidates but also about candidates offering insights to companies. Feedback fosters transparency, mutual understanding, and a more constructive recruitment experience for all parties. So, whether it's refining your company's hiring approach or candidates sharing their thoughts on the process, this exchange of feedback is a win-win for everyone involved in the journey. And remember: candidate's will remember you taking time to give good and/or constructive feedback and this will help you build a trusted brand

Regularly seeking and acting on feedback fosters a culture of continuous improvement within your organization. This ensures that your hiring practices remain up-to-date and responsive to changing business needs and industry trends. Identifying areas of inefficiency can help you cut unnecessary costs. For example, if you discover that a particular recruitment source consistently provides lower-quality candidates, you can reallocate resources to more effective channels.

Hiring feedback is a successful strategy for businesses to evaluate their company brand. Employers can acquire a better knowledge of their prospects' strengths and weakness by collecting feedback from candidates who have gone through the recruiting process. This information can be used to improve recruitment methods and provide a great candidate experience. Furthermore, recruiting feedback allows businesses to resolve any concerns or issues identified by candidates. Employers can demonstrate their commitment to continuous development and employee happiness by actively responding to their feedback. This not only helps to develop a positive employer brand, but it also promotes an open communication and trust culture within the organization.

Your current employer brand presents a promising image of the organization, emphasizing values like diversity, work-life balance, and career growth opportunities. It effectively showcases employee testimonials and highlights community involvement. To further enhance your brand, consider elaborating on specific benefits and perks, addressing potential challenges transparently, and consistently maintaining this positive image across all platforms. By continuously gathering and acting on feedback, you can create a dynamic employer brand that resonates with both potential and current employees, reinforcing your reputation as a desirable workplace.

It’s important to recognize the feedback from several stakeholders, starting with the CEO and/or advisory board who typically sets the tone for the values and ethics of the company and therefore the employer brand itself. The marketing, recruiting, and product team should continually seek the opinions and feedback of candidates, current employees, and the public writ-large to ensure that their message remains congruent with their vision, ethics, and values. It’s also important to seek feedback from candidates as to how they were made aware of your company’s brand so as to capitalize on future opportunities. Finally, a brand show draw a contrast between how it places itself within the current market (it’s niche).

I think Recruiters/HR should let your hiring team know what candidates are saying about their experience with the hiring process. This will help everyone understand what's going well and what areas need improvement. By listening to candidate feedback, employer can make the hiring process better and attract top talent

At our company, we value candidate feedback and consider it crucial for improving our selection process. We often encourage candidates to share their insights, making our process more candidate-focused. I believe more companies should adopt this approach to enhance their hiring procedures. This open feedback channel fosters transparency, mutual respect, and a culture of continuous improvement, benefiting both candidates and organizations.

A positive candidate experience boosts the employer branding, and actually help close candidates at reasonable budget to match each role grade, as with having candidates more interested to join the organization, it doesn't push them into much raising their expectations above budget as they already noticed it would be a positive culture to join.

Candidate experience demonstrates a commitment to providing a smooth and respectful journey for potential hires. The application process is straightforward, and communication is clear and prompt at each stage. To further enhance the candidate experience, consider offering personalized feedback to candidates, even if they're not selected, to show appreciation for their interest and to help them grow professionally. Continue focusing on transparency and responsiveness, as these qualities leave a lasting positive impression on candidates and can ultimately lead to a stronger talent pool and better company reputation.

Feedback is among the most important aspects of recruiting it is responsibility of every recruiter to take proper feedback from the candidate regarding their experience it initiates continuous improvement in the process, optimizes it and also encourages candidate and increases word of mouth, helps to maintain good relationship as well.

One thing I have found helpful to candidates in selection process, which is instant feedback on how to improve their performance in next stages of interviews, could be communication style, specific behaviours recommended, or focus areas that candidates need to focus on from one stage to another.

Increase Effectiveness: Insights from feedback can be used to adjust your evaluation criteria or interview questions, leading to better hiring decisions. Build Employer Brand: Positive hiring experiences, even for those not selected, enhance your employer brand, attracting more high-quality candidates. Foster Continuous Learning: Embracing feedback encourages a culture of continuous learning and adaptability within your HR team. Enhance Diversity and Inclusion: Feedback can reveal unconscious biases or barriers in your hiring process, helping to create a more inclusive recruitment strategy.

Identify Weaknesses: Feedback helps pinpoint areas in your hiring process that need improvement, ensuring a smoother experience for future candidates. Enhance Communication: Constructive feedback can lead to better communication and clearer expectations between HR, hiring managers, and candidates. Improve Candidate Experience: Understanding candidates’ perspectives allows you to refine your approach, contributing to a more positive impression of your organization. Streamline Processes: Feedback can highlight inefficiencies or bottlenecks in your hiring workflow, enabling you to optimize procedures.

Feedback in hiring can help increasing employee retention. Constructive feedback can lead to hiring candidates who are a better cultural fit for your organisation. When employees align with the company culture and values, they are more likely to be satisfied in their roles and stay with the company for a longer time, reducing turnover rates.

Feedback from candidates and hiring managers are essential to adjust the job description, requirements: both soft and hard skills. Especially, if it is a brand new role as in many cases hiring managers do not have the clear vision on it, just some feelings that they need new skills.