登录查看更多内容

How can you give and receive recruiting feedback internally?

由人工智能和领英社区提供技术支持

Recruiting feedback is a vital part of the hiring process, both for the candidates and the internal stakeholders. It helps you improve your talent acquisition strategy, enhance your employer brand, and foster a culture of continuous learning. However, giving and receiving feedback can be challenging, especially when it involves sensitive or conflicting opinions. How can you create a feedback loop that is constructive, respectful, and actionable? Here are some tips to help you master the art of recruiting feedback internally.

此文章中的业界达人

由社区从 9 条内容中精选。了解更多

1 Define your feedback goals and criteria

Before you start collecting and sharing feedback, you need to have a clear purpose and a consistent framework. What are the main objectives of your feedback process? How will you measure the quality and fit of the candidates? What are the expectations and responsibilities of each stakeholder? How will you communicate and document the feedback? Having a well-defined feedback plan can help you align your team, avoid bias and confusion, and streamline your decision-making.

添加您的观点

Matthew Neethling

Global Executive Talent Acquisition Lead | Change Management, Strategic Talent Partner
举报内容
In my experience having clear communication is what drives a successful recruitment strategy. It is important to set clear process and reporting guidelines with stakeholders to ensure that talent does not fall through the cracks. Mimicking the Sprint / Agile process would be the ideal structure as all parties are kept up to date weekly, candidates are processed, and all relevant stakeholders / recruiters know what their focus and goals are each week. Implement a report based on active candidates to go through the weekly-Sprint, this allows that weekly all candidates are reviewed until they exit the process.

已翻译

赞
Caroline Pennington

Teaching female entrepreneurs how to start, grow and scale their personal brand & business on LinkedIn | Podcast Host ?? The Feminine Founder | Founder of ChilledVino | Speaker
举报内容
Understand what the process is and have suggestions on where improvements can be made. For example, for an entry level role 1-2 rounds is plenty. For more Sr. Level Roles 2-3 rounds is more appropriate. Also, streamline the interview process and have the same process for each position.

已翻译

赞
Shalini Gupta

Director and Cofounder at Talent Recruit Software Private Limited
举报内容
This is an important element of Talent Acquisition Strategy for any organization. Focus should be on not only building a consensus around the candidate feedback where different stakeholders are involved but also how to communicate feedback to candidate in an empathetic way. Every stakeholder involved in the interviewing process should have a well defined feedback or evaluation form to assess candidate from different aspects in such a way which will facilitate the decision making process. Equally vital is to take candidate's feedback as well regarding the interview process which will go a long way in building organization's goodwill and employer branding.

已翻译

赞

2 Solicit feedback from diverse sources

To get a holistic and balanced view of the candidates, you need to seek feedback from different perspectives and levels. This means not only involving the hiring manager and the recruiter, but also the peers, mentors, and potential collaborators of the candidates. You can also use various methods to gather feedback, such as interviews, assessments, surveys, or references. By diversifying your feedback sources, you can reduce the risk of missing important information or overlooking valuable insights.

添加您的观点

Caroline Pennington

Teaching female entrepreneurs how to start, grow and scale their personal brand & business on LinkedIn | Podcast Host ?? The Feminine Founder | Founder of ChilledVino | Speaker
举报内容
Make sure to interview all types of candidates and approach holistically. Companies that only recruit and hire people that look the same or act the same are missing out on opportunities.

已翻译

赞

3 Give feedback promptly and regularly

Feedback is most effective when it is timely and frequent. This means that you should provide feedback as soon as possible after each interaction with the candidates, and update it as you learn more about them. You should also encourage your team to share feedback regularly throughout the hiring process, not just at the end. This way, you can keep everyone on the same page, address any issues or concerns early on, and avoid surprises or delays.

添加您的观点

Caroline Pennington

Teaching female entrepreneurs how to start, grow and scale their personal brand & business on LinkedIn | Podcast Host ?? The Feminine Founder | Founder of ChilledVino | Speaker
举报内容
Always give feedback promptly and regularly. It is the worst when a candidate interviews with an organization...... and then they ghost them. Any feedback is great feedback because it provides an opportunity to learn. If you don't know, then you won't know what to change or how to pivot so that you can be even more successful in the next interview.

已翻译

赞

4 Receive feedback with openness and curiosity

Feedback is not only a one-way street. You also need to be receptive and responsive to the feedback that you receive from your colleagues. This means that you should listen actively and respectfully, ask clarifying questions, and seek to understand the reasoning and evidence behind the feedback. You should also acknowledge and appreciate the feedback, even if you disagree or have a different opinion. By showing that you value and respect the feedback, you can build trust and rapport with your team.

添加您的观点

Caroline Pennington

Teaching female entrepreneurs how to start, grow and scale their personal brand & business on LinkedIn | Podcast Host ?? The Feminine Founder | Founder of ChilledVino | Speaker
举报内容
Being open to hearing feedback is huge and adds to your emotional intelligence. If you are not open to hearing feedback or are defensive, then you are holding yourself back from a learning opportunity.

已翻译

赞

5 Use feedback to improve and grow

Feedback is not only a tool for evaluation, but also for learning and development. You should use the feedback that you give and receive to identify your strengths and areas of improvement, both as an individual and as a team. You should also act on the feedback, by implementing changes, taking actions, or setting goals. By doing so, you can demonstrate that you are committed to improving your recruiting skills, processes, and outcomes.

添加您的观点

Bailey M.A., SHRM-CP

An Out of the box HR/TA Thought Leader that delivers Strategy, Quantitative Outcomes and Organizational Development to Employers of Choice! Let’s Communicate, Collaborate and Create Together.
举报内容
Soliciting and implementing feedback allows talent acquisition to show their qualitative value to an organization that sees the TA partner or team as functional people support instead of measurable, strategic people support.

已翻译

赞

6 Share feedback with candidates

Finally, don't forget to share feedback with the candidates themselves. Feedback is a key factor that influences the candidate experience and the employer brand. By giving candidates honest, constructive, and personalized feedback, you can show that you care about their professional growth, respect their time and effort, and value their potential. You can also use feedback to keep candidates engaged, informed, and motivated throughout the hiring process.

添加您的观点

Caroline Pennington

Teaching female entrepreneurs how to start, grow and scale their personal brand & business on LinkedIn | Podcast Host ?? The Feminine Founder | Founder of ChilledVino | Speaker
举报内容
Candidates WANT feedback even if it is not positive. It provides closure and/or next steps. They are more likely to remain engaged in the process, especially when feedback is timely.

已翻译

赞

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

加载更多内容

Recruiting

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can you give and receive recruiting feedback internally?

1

2

3

4

5

6

7

1 Define your feedback goals and criteria

2 Solicit feedback from diverse sources

3 Give feedback promptly and regularly

4 Receive feedback with openness and curiosity

5 Use feedback to improve and grow

6 Share feedback with candidates

7 Here’s what else to consider

Recruiting

给文章评分

感谢您的反馈

更多Recruiting相关文章

更多相关阅读内容

How can you give and receive recruiting feedback internally?

1

2

3

4

5

6

7

1 Define your feedback goals and criteria

2 Solicit feedback from diverse sources

3 Give feedback promptly and regularly

4 Receive feedback with openness and curiosity

5 Use feedback to improve and grow

6 Share feedback with candidates

7 Here’s what else to consider

Recruiting

给文章评分

感谢您的反馈

查看其他技能