Dear HR, can you give me feedback to improve?

One of the most common and understandable complaints among professionals participating in selection processes is the lack of response when they are not selected. This situation is not only disappointing, but it also generates a sense of disconnection and lack of respect towards the candidates, who have dedicated time and effort to the process. The short-term vision of companies' recruitment managers not only frustrates candidates, who were likely intensely contacted to set up the initial interview, but also reflects a lack of consideration for those aspiring to join the organization.

Instead of receiving personalized feedback, candidates often receive a simple automated email indicating that they have not progressed to the next phase of the process. This lack of feedback leaves candidates with unanswered questions and without the opportunity to understand how they can improve for future opportunities. We all seek to learn, develop, and grow, and in that sense, transparent feedback plays a fundamental role.

Personally, I believe that receiving honest feedback can drive us to achieve the best in everything we do. But more than just receiving feedback itself, it is how we receive it and act upon it that makes the difference in our professional growth.

Dear Human Resources team, how can I handle feedback and improve in addressing constructive criticism? What is the correct way to respond to feedback and how can you use it to grow? We all want to learn, develop, and grow.

That's why I often advise everyone to embrace transparent feedback as this helps identify areas for improvement while acknowledging our strengths. Personally speaking I think getting sincere comments from people around us really motivates us into being better at whatever we do.

However what matters most is not just about getting such information but rather on how we take them up then act accordingly which will determine our professional growth.

Here are seven tips I often share when people ask me how to receive feedback and how to use that information to grow:

1. Keep an open mind: Be receptive to the feedback shared. Remember: Honest conversations will truly help you grow. It's important to actively listen. Although this may be difficult, pay full attention without interrupting. You can also ask for clarifications to better understand the feedback. For example, "Could you give me an example of when you observed this behavior?"
2. An additional step that can help: Consider the perspective of the person providing the feedback. This can create space for empathy, honesty, and a clear path forward. What if I disagree? It is still important to handle feedback constructively. Take a moment to compose yourself before responding.
3. Understand what you disagree with: Is there a disagreement in expectations, perceptions, emotions, or facts? Don't hesitate to ask for more details to better understand the person's perspective. For example, "I appreciate your feedback. Could you provide more context or examples to help me understand it better?" Asking specific questions will allow you to receive clearer direction and find common ground.
4. Reflect and find your next step: How does the feedback relate to your own observations and experiences? What seems true to you? Try to be objective; analyzing your behaviors can help you identify underlying issues. Over time, look for patterns or recurring themes in the feedback. If several people have said similar things, it may highlight areas that need attention. If different groups provide different feedback, consider the underlying reasons for these differences.
5. Don't forget your strengths: Recognize both your strengths and weaknesses. While feedback may highlight areas for improvement, it is essential to also recognize your strengths. You don't want to stop doing what you're doing well. You can ask, "What am I doing well and what should I keep doing?" Feedback should always encourage you to continue doing what works.
6. Prioritize effectively for the greatest impact: Not all evaluations require the same attention. Prioritize areas that will have the greatest impact on your goals or those that align with your long-term development plan. During feedback conversations, you can ask questions that will help you prioritize, such as: "If I had to choose one or two areas to focus on, which would have the greatest impact?" Set clear and achievable goals for improvement based on what you hear.
7. Develop a concrete professional plan: Outline the steps you will take. Make sure your plan is realistic and includes a schedule. If there are specific skills or areas of knowledge you need to develop, seek additional resources such as books, courses, or mentors. Identify people who are doing well in areas where you would like to improve and look for opportunities to observe them in action and learn from them.

Implement changes and keep learning: Improving feedback management requires practice. The beauty of performance evaluations is that they can be requested at any time during the year. Request follow-up feedback by periodically checking with those who provided the feedback to see if they have noticed any positive changes. And you can seek opinions from people other than just your manager, which will allow you not only to practice ways to handle feedback, but also to correct course and monitor your progress throughout the year.

Additionally, it is important to note that if companies offered more feedback to rejected candidates, it would not only help them improve their commitment to current employees, but also enhance their brand image for future vacancies, demonstrating a commitment to the professional development and personal growth of their employees.

At beBee , we use artificial intelligence technology to provide feedback to rejected candidates, allowing them to better understand their areas of improvement and grow professionally.