How to Provide Feedback Candidates Will Appreciate

In recruitment, providing constructive feedback to candidates is a critical component of the hiring process. Effective feedback can help candidates grow and improve while also enhancing your organisation's reputation. However, the challenge lies in ensuring that feedback is well-received and not taken personally. This article will explore strategies and best practices for delivering feedback that candidates can appreciate and learn from without feeling discouraged or personally attacked.

The importance of constructive feedback

Providing feedback is essential for several reasons. It helps candidates understand their strengths and areas for improvement and demonstrates your organisation's commitment to candidate development. Constructive feedback can also enhance the candidate experience, making them more likely to reapply or recommend your company to others. Moreover, it reflects positively on your employer brand, showcasing your dedication to transparency and growth.

Before we start, Let's take a quick look at some of the most recent industry statistics on this topic.

1. According to LinkedIn's Global Talent Trends 2023 report,?94% of employees say they would stay at a company longer if it invested in their career development. This underscores the importance of feedback in fostering long-term employee retention.
2. A Talent Board survey found that?70% of candidates who receive feedback are more likely to apply to future positions with the company, highlighting the positive impact of constructive feedback on the candidate experience.
3. The 2023 CareerBuilder candidate experience study?reported that 78% of job seekers say they would be more likely to accept a job offer if they had a positive candidate experience, which includes receiving feedback.
4. Glassdoor's 2024 survey reveals?that 67% of candidates appreciate detailed feedback, even if they are not selected for the role, as it helps them understand how to improve for future opportunities.
5. Research from the Society for Human Resource Management (SHRM)?shows that organisations that provide feedback to all candidates see a 10% increase in their overall candidate satisfaction scores.

These statistics clearly illustrate the importance of providing well-received feedback and its impact on the candidate experience and organisational success.

The Challenge of giving feedback

Many recruiters and hiring managers struggle with providing feedback that is both honest and tactful. The fear of causing offence or discouraging candidates often leads to vague or non-existent feedback. This lack of clarity can frustrate candidates and hinder their professional growth. Additionally, poorly delivered feedback can damage your company's reputation and dissuade top talent from considering future opportunities with your organisation.

The art of delivering effective feedback

To master the art of delivering feedback, it is essential to understand the principles of effective communication and empathy. Here are some key insights to consider:

Be specific and objective:

• Instead of generalised statements, provide specific examples of where the candidate did well and where they need improvement. For instance, "Your presentation skills are strong, but during the interview, your responses to technical questions lacked detail.
• "Use objective criteria based on the job requirements and the candidate's performance during the interview process. This helps to depersonalise the feedback and focuses on professional development.

Adopt a positive and constructive tone:

• Frame feedback positively by acknowledging the candidate's efforts and strengths before discussing areas for improvement. This approach, known as the "feedback sandwich," can make the feedback more palatable.
• Use encouraging language that motivates candidates to view feedback as an opportunity for growth rather than criticism. For example, "We were impressed with your enthusiasm and believe with a bit more experience in X, you'll be a great fit for similar roles in the future."

Be timely and relevant:

• Provide feedback as soon as possible after the interview process. Timely feedback is more impactful and shows that you value the candidate's time and effort.
• Ensure the feedback is relevant to the candidate's career goals and aspirations. Tailored feedback demonstrates a genuine interest in their professional development.

Maintain confidentiality and respect:

• Always deliver feedback privately via phone call, video conference, or personalised email. This respects the candidate's privacy and avoids public embarrassment.
• Show empathy and understanding, acknowledging the candidate's feelings and perspective. A respectful approach fosters trust and open communication.

Practical solutions and strategies

To implement these insights effectively, consider the following practical strategies:

Prepare thoroughly:

• Review the candidate's application materials, interview notes, and assessment results before providing feedback. Being well-prepared ensures that your feedback is accurate and relevant.
• Collaborate with other interviewers to comprehensively view the candidate's performance. This collective input can provide a more balanced perspective.

Use structured feedback frameworks:

• Employ frameworks such as the STAR (Situation, Task, Action, Result) method to structure your feedback. This approach helps to organise your thoughts and deliver clear, actionable feedback.
• Another useful framework is the SBI (Situation, Behaviour, Impact) model, which focuses on specific behaviours and their impact on the outcome.

Offer actionable advice:

• Provide clear, actionable steps for improvement. For example, "To enhance your technical responses, consider practising with mock interviews and reviewing current industry standards.
• "Suggest resources such as online courses, workshops, or professional groups to help candidates develop their skills.

Encourage questions and dialogue:

• Invite candidates to ask questions and engage in a dialogue about the feedback. This two-way communication can clarify misunderstandings and provide additional insights.
• Be open to feedback about your recruitment process as well. Candidate input can help you refine your approach and improve the overall experience.

Future trends and considerations

Looking ahead, several trends are shaping the way organisations provide feedback:

The rise of AI and automation:

• Artificial intelligence and automation are increasingly used to provide initial feedback to candidates. These tools can offer quick, data-driven insights, allowing recruiters to focus on more personalised feedback.
• However, balancing automation with a human touch is essential to ensure feedback remains empathetic and contextually relevant.

Emphasis on continuous feedback:

• Continuous feedback is becoming a standard practice in many organisations. Instead of waiting until the end of the hiring process, providing ongoing feedback can help candidates make real-time adjustments and improve their performance.
• This approach also aligns with the growing trend of continuous performance management in the workplace.

Focus on developmental feedback:

• There is a growing emphasis on developmental feedback that addresses immediate performance and aligns with long-term career growth. This type of feedback is more holistic and considers the candidate's potential and aspirations.
• Developmental feedback requires a deeper understanding of the candidate's career goals and a commitment to supporting their professional journey.

Integration with learning and development (L&D):

• Integrating feedback with organisational learning and development programs can create a seamless path for candidate improvement. For example, providing access to relevant L&D resources or mentorship opportunities based on feedback.
• This integration helps candidates feel supported and invested, even if they were not selected for the current role.

Conclusion

In conclusion, delivering well-received feedback that is not taken personally requires a thoughtful, empathetic, and structured approach. By being specific, positive, timely, and respectful, you can provide feedback that helps candidates grow and leaves a positive impression of your organisation. Embrace the latest trends and continuously refine your feedback strategies to stay ahead in the competitive talent acquisition landscape. By doing so, you will not only enhance the candidate experience but also strengthen your employer brand and attract top talent.

Encourage candidates to stay engaged, seek continuous improvement, and view feedback as a valuable part of their professional development. Invite them to share their thoughts and connect with you for further insights. Together, we can create a more transparent, supportive, and effective recruitment process.