FEEDBACK IN THE HIRING PROCESS

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THE IMPORTANCE OF FEEDBACK IN THE HIRING PROCESS

In the professional world, feedback is a crucial tool for growth and development. However, a common issue that job applicants face is the lack of feedback from hiring managers after interviews. This lack of communication can leave candidates in the dark about their performance and areas for improvement.

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The Problem with Silence

When hiring managers do not provide feedback, it can create a negative impression of the company’s culture. It sends a message that the organization does not value open communication or the time and effort candidates put into the application and interview process. This silence can be discouraging for applicants and may deter talented individuals from applying in the future.

Moreover, without feedback, candidates miss out on valuable insights that could help them improve their interview skills and increase their chances of success in future applications.

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The Power of Constructive Feedback

Providing constructive feedback to unsuccessful candidates is not just a professional courtesy; it’s an investment in the future talent pool. By offering insights into their performance, hiring managers can help candidates identify their strengths and weaknesses, enabling them to improve and potentially become a strong fit for future roles within the organization.

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Tips for Hiring Managers

Here are some tips for hiring managers to provide effective feedback:

·?????? Be Honest, But Kind: Deliver your feedback honestly, but remember to be empathetic. The goal is to help the candidate improve, not to demoralize them.

·?????? Be Specific: General comments like “You did not fit” are not helpful. Instead, provide specific examples from the interview that highlight where the candidate can improve.

·?????? Focus on Strengths, Too: While it’s important to address areas for improvement, also highlight the candidate’s strengths. This can boost their confidence and help them understand what to leverage in future interviews.

·?????? Offer Advice: If possible, provide advice on how the candidate can improve. This could be recommending resources for improving technical skills or suggesting better ways to answer common interview questions.

·?????? Encourage Future Applications: If the candidate is strong but not the right fit for the current role, encourage them to apply for future positions. This can help maintain a positive relationship with the candidate.

In conclusion, feedback in the hiring process is not just beneficial for candidates; it also reflects positively on the company and contributes to a culture of open communication and continuous learning. As hiring managers, let’s make the effort to provide constructive feedback and contribute to the professional growth of our candidates.

[ Dr. Olumuyiwa Akinrole Oludayo Doosuur Shima- Enobakhare (MBA CSP) JYENITA ALASIA Ifedolapo Atinmo Ifeacho Nwokolo Oluchi lynda Atoyebi Sandra Nkwopara Sandra Nwalutu Aminat Braimah Seyi Alawale Temitope Ajijola, PCHRM Olufunmilayo Olaniyi Lum Niba Ayinwi Ambe Sanmi Gbadegesin Chartered Institute of Personnel Management of Nigeria CIPM (Official LinkedIn Account) SHRM Tolulope Akinpeloye Tosin Osho Tosin Ogunmekan Tolani O. Tosin Eniolorunda Ayokunle Ayoko ]

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