How do you give honest feedback while protecting your employer brand?

Additionally, when providing feedback, consider the following: -Customize your feedback based on the candidate's specific performance in the interview or assessment. Address areas where improvement is needed and highlight strengths. -If there was a misunderstanding or miscommunication during the interview, use feedback as an opportunity to clarify any points and ensure both parties are on the same page. -Be receptive to candidates' feedback about their experience with your hiring process. -Use feedback not only as a means to inform candidates but also as a tool for continuous improvement within your recruitment team. Share insights and lessons learned to enhance future candidate experiences.

Always communicate with the candiate before even engaging in any interview. Talk about the process, ask them how they would like the feedback if they didn't make it to the next round. Not passing a interview, has a knock on effect to not just people's confidence but also mental health. So showing Empathy and adapting your recruitment style to show flexibility is key.

Effective feedback is crucial in the hiring process. It should align with your company's values, hiring criteria, and legal constraints. Consistency, fairness, and transparency in your guidelines are essential. When giving feedback, concentrate on job-related skills and behaviors rather than personal traits or appearance. Use non-discriminatory language, respecting candidate privacy and confidentiality. For instance, instead of saying "The candidate lacks charisma," you can provide constructive feedback like "The candidate needs to improve their public speaking skills for this role." This shift promotes fair assessment and enhances the overall hiring experience, benefiting both candidates and the organization.

If legal didn’t help with your ATS disposition codes you’re doing it wrong ??. It’s not too late, start an initiative to develop standard disposition reasons for applicants. And be sure to include legal. This can be a heavy lift at some organizations, so leveraging a recruitment process outsource (RPO) partner can shift ownership of setting up a compliant, audit passing recruiting process.

Additionally, when providing timely and specific feedback: -Don't just focus on areas of improvement. Acknowledge and commend candidates for their strengths and positive contributions during the hiring process. -Frame feedback as an opportunity for growth rather than criticism. -Whenever possible, provide guidance on how candidates can address their areas of improvement. -Tailor your feedback to the individual candidate's performance. Generic or templated feedback can come across as insincere and impersonal. -Clearly communicate the channels through which candidates can expect to receive feedback.

Delayed or vague feedback not only tarnishes the employer brand but also disheartens candidates. To mitigate this, promptness is key. Responding within days fosters transparency. Furthermore, feedback should be concrete, citing examples and data. Instead of vague assessments, one can provide insightful remarks. For instance, saying "Your response lacked depth" can be refined to "Your response lacked specific examples relevant to the project's challenges." In essence, by delivering timely and constructive feedback, employers not only enhance their brand but also foster a culture of growth and improvement, benefiting both candidates and the organization.

Providing constructive feedback is crucial, fostering growth without discouragement. It entails empathy and recognition of candidates' dedication. It's wise to maintain a balance between criticism and praise. For instance, rather than bluntly stating "lack of experience," you can say, "Your foundation in this field is strong, yet we sought more hands-on involvement in this particular project." This approach respects candidates' efforts, motivates improvement, and promotes a positive atmosphere.

Effective feedback should be a two-way street. Create an open and welcoming atmosphere where candidates feel comfortable sharing their thoughts and questions. This not only fosters trust but also enriches your perspective. For instance, rather than concluding with a simple "This is our feedback," extend an invitation: "We value your input. Any questions or comments? We'll share our final decision by next week, and we're eager to hear your thoughts." This approach enhances communication and candidate experience.

??Proving timely candidate feedback – while ensuring it's positive & constructive , can help sustain an employer brand within the talent community. Few aspects to consider : ?A No today isn’t a No always : Candidates evolve & mature. So do their skillsets. Communicating this reality & ensuring that candidates remain engaged in the talent community despite a No , should be a key part of candidate feedback. ?Personalise : Do personalise/customise the feedback to the extent possible. One size fits all doesn’t always work, especially to candidates. ?Respect : While it applies to all & especially to candidates who’ve gone deep in an interview process – candidate feedback should focus on respecting their skills & time devoted in the process.