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What do you do if your feedback and evaluation methods are not effective in the Staffing Services industry?

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Feedback and evaluation are essential components of any staffing service, as they help you measure the quality of your candidates, clients, and processes. However, not all feedback and evaluation methods are equally effective, and some may even be counterproductive or misleading. In this article, you will learn how to identify and address some common challenges and pitfalls of feedback and evaluation in the staffing industry, and how to improve your methods to achieve better results.

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Sanketh Ramkrishnamurthy

Global Head of People Operations at AutoRABIT, Seasoned HR Leader | Strategic Talent Management | Employee Engagement…
Daniela Araújo

Recursos Humanos | Desenvolvimento de Líderes | Consultora em RH | Headhunter | Palestrante | Docente | LinkedIn…

1 Challenge 1: Inconsistent or vague feedback

One of the most common challenges of feedback and evaluation is that it is not consistent or clear enough to provide useful insights. For example, you may receive different feedback from different clients or managers about the same candidate, or you may get feedback that is too general or subjective to act upon. This can make it hard to identify the strengths and weaknesses of your candidates, as well as the expectations and preferences of your clients.

To overcome this challenge, you need to establish and communicate clear and specific criteria for feedback and evaluation, both internally and externally. For example, you can use standardized rating scales, checklists, or surveys to collect and analyze feedback from clients and candidates, and ensure that they cover relevant aspects such as skills, performance, fit, and satisfaction. You can also train your staff to give and receive constructive and actionable feedback, and to follow up with clients and candidates regularly to clarify any issues or questions.

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Sanketh Ramkrishnamurthy

Global Head of People Operations at AutoRABIT, Seasoned HR Leader | Strategic Talent Management | Employee Engagement Expert | Motivational Speaker & Team Builder
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If feedback and evaluation methods aren't working well in the Staffing Services industry, I'd suggest a few steps. First, listen to the staff about what's not working and what they need. Then, try new methods like regular one-on-one meetings, anonymous surveys, or peer evaluations. It's crucial to make sure feedback is clear, constructive, and leads to actionable improvements. Lastly, continuously review and adapt these methods based on results and feedback. It's all about finding what works best for everyone involved.

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Daniela Araújo

Recursos Humanos | Desenvolvimento de Líderes | Consultora em RH | Headhunter | Palestrante | Docente | LinkedIn Estratégico | Business Partner | Programa de Treinamento | Entrevistas por Competências
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Estabele?a critérios claros para avalia??o. Forne?a exemplos concretos para melhorar a compreens?o, avalie processos e n?o a pessoa.

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Gayathri Krishnan

HR Manager @MerchantRMS
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Have to give on time feedback & use any kind of return format to convey also use simple language which needs to be understandable

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2 Challenge 2: Biased or inaccurate feedback

Another common challenge of feedback and evaluation is that it is not always objective or reliable, as it may be influenced by various factors such as emotions, expectations, stereotypes, or personal relationships. For example, you may receive feedback that is overly positive or negative, based on unrealistic standards or assumptions, or influenced by personal liking or dislike. This can make it hard to assess the true value and potential of your candidates, as well as the satisfaction and loyalty of your clients.

To overcome this challenge, you need to minimize and mitigate the sources and effects of bias and inaccuracy in your feedback and evaluation methods. For example, you can use multiple sources and methods of feedback, such as self-assessment, peer review, client review, or external assessment, to get a more balanced and comprehensive perspective on your candidates. You can also use data and evidence to support and validate your feedback, such as performance metrics, test results, or portfolio samples. Additionally, you can encourage honest and respectful feedback, and address any conflicts or complaints promptly and professionally.

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Daniela Araújo

Recursos Humanos | Desenvolvimento de Líderes | Consultora em RH | Headhunter | Palestrante | Docente | LinkedIn Estratégico | Business Partner | Programa de Treinamento | Entrevistas por Competências
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Implemente treinamentos sobre imparcialidade. Utilize sistemas de avalia??o objetivos e padronizados, n?o podemos utilizar a suposi??o.

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3 Challenge 3: Ineffective or inefficient feedback

A third common challenge of feedback and evaluation is that it is not always effective or efficient, as it may not lead to meaningful improvement or change. For example, you may receive feedback that is too late or infrequent, that is not aligned with your goals or strategies, or that is not followed by appropriate actions or interventions. This can make it hard to leverage the benefits and opportunities of feedback and evaluation, such as enhancing your candidate quality, client satisfaction, and competitive advantage.

To overcome this challenge, you need to optimize and streamline your feedback and evaluation processes, to ensure that they are timely, relevant, and actionable. For example, you can set and communicate clear and realistic timelines and expectations for feedback and evaluation, and monitor and adjust them as needed. You can also align your feedback and evaluation methods with your business objectives and priorities, and use them to inform and guide your decisions and plans. Moreover, you can use feedback and evaluation to motivate and support your candidates and clients, and to recognize and reward their achievements and contributions.

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Daniela Araújo

Recursos Humanos | Desenvolvimento de Líderes | Consultora em RH | Headhunter | Palestrante | Docente | LinkedIn Estratégico | Business Partner | Programa de Treinamento | Entrevistas por Competências
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Solicite feedback regularmente sobre os métodos atuais. Experimente diferentes formatos de feedback para encontrar o mais eficaz.

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4 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?

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Manjeet Kumar

HR Strategy at Hero FinCorp || IIM & BIT Alumnus || Certified CII HR Excellence Assessor
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Communication is the key for performance management. The idea is to set clear expectations and ensure that what is required to be done. Documentation and paraphrasing of goals is essential and SMART goal setting is essential too. Post which a combination of Management By Objective (MBO) & Management By Exception (MBE) can be implemented.

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Leah Gillham

MBA ?? | Building Bridges in Healthcare Staffing ??| Locum & Permanent | Full-Time Dog Mom ?? | Auntie X2 ?? | Marquis Who's Who 2024 Listee ? | Your Favorite Agency's Favorite Agency??
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Always revisit!! For me, this often happens with the clients who are passing on considering candidates. Which is OKAY!! However, "help me help you". Jump on a call with your client and have a tactful and meaningful conversation surrounding your position. Why are you looking for feedback? How does that in turn help everyone BUT you, expand to them on that. The feedback, to agencies - doesn't affect us much other than our bottom lines, other people's careers could be on hold due to the feedback, clinics can be closing down due to feedback issues - don't be scared to be an advocate for both clients and candidates!

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Avishek Choudhury

Assistant Manager - Zonal Human Resources At Bajaj Capital Limited | Blessed With 36K Plus LinkedIn Family ??????
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Timeliness: The most effective feedback is timely. Offer feedback when the team member can take action to improve, either immediately or shortly after the event in question. Communicative: Communicative feedback creates a collaborative environment. In comparison to written feedback, communicative feedback allows team members to ask questions or gain more clarity. Constructive: Effective feedback is constructive, offering positive solutions. Specific: Specificity in feedback is important so that team members understand their areas of strength and weakness. This allows them to improve specific skills Detailed: Providing details with feedback can help team members develop a clearer

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What do you do if your feedback and evaluation methods are not effective in the Staffing Services industry?

1

2

3

4

1 Challenge 1: Inconsistent or vague feedback

2 Challenge 2: Biased or inaccurate feedback

3 Challenge 3: Ineffective or inefficient feedback

4 Here’s what else to consider

Staffing Services

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What do you do if your feedback and evaluation methods are not effective in the Staffing Services industry?

1

2

3

4

1 Challenge 1: Inconsistent or vague feedback

2 Challenge 2: Biased or inaccurate feedback

3 Challenge 3: Ineffective or inefficient feedback

4 Here’s what else to consider

Staffing Services

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