Interview Feedback: Quality & Speed

Millions of workers in the United States leave jobs to pursue new employment each year. In order to capitalize on this vast pool of transient workers each company must look in the mirror to review if their hiring practices are impacting their ability to retain top talent throughout the hiring process. Interview feedback from hiring managers is an essential part of the recruitment process for both the interviewer and the interviewee. It helps to identify areas for improvement, assess the overall performance of the interviewee, and ensure that everyone involved in the hiring process is on the same page.

For the interviewee, receiving feedback can provide valuable insight into their strengths and weaknesses and help them to better prepare for future job interviews. It also gives them an opportunity to address any concerns or misunderstandings that may have arisen during the interview.

For the hiring manager, providing feedback is an opportunity to communicate their perspective on the interviewee's performance, strengths, and areas for improvement. It helps to ensure that the recruitment process is fair, consistent, and transparent.

In order to provide effective interview feedback, hiring managers should consider the following:

1. Be clear and specific: Provide specific examples of what the interviewee did well and what they could have done better. Avoid vague statements such as "you were good" or "you were not good enough."
2. Focus on the interviewee's behavior and actions: Feedback should be centered on the interviewee's actions during the interview, rather than their personal characteristics. For example, "you answered the questions well" is more effective than "you're a good communicator."
3. Be objective: Feedback should be based on objective criteria, such as the interviewee's responses to specific questions, their body language, or their overall demeanor. Avoid subjective opinions or personal biases.
4. Provide constructive criticism: Feedback should be focused on helping the interviewee to improve, rather than criticizing them. Offer specific suggestions for areas where the interviewee could have done better and encourage them to work on these areas in future interviews.
5. Be timely: Feedback should be provided as soon as possible after the interview, while the interviewee's performance is still fresh in the hiring manager's mind. This will also give the interviewee the opportunity to address any issues or misunderstandings before the hiring process moves forward.

It's important to remember that top candidates are often pursued by multiple companies, so it's in your best interest to make a timely decision and offer if you want to secure the best talent.

It's difficult to give an exact percentage of candidates who leave the hiring process before receiving an offer, as it can vary greatly depending on a number of factors, such as the size and industry of the company, the seniority level of the role, the location, and the competitive nature of the job market.

However, studies have shown that on average, approximately 50% of candidates do not make it through to the final stages of the hiring process. This can be due to various reasons, such as receiving a better offer from another company, being eliminated during a screening or interview stage, or simply losing interest in the role. 62% of candidates have stated that they lose interest within two weeks of the interview if they have not received any update from the hiring team.

The time frame for losing a candidate after an interview can vary based on several factors, but generally, the longer you take to make a decision and provide feedback, the more likely the candidate is to lose interest and pursue other opportunities. It's best to have a clear and concise timeline for your recruitment process, and to communicate this to the candidates. If you need more time to make a decision, it's important to keep the candidates informed and updated on the status of the process. You can also use this opportunity to reinforce your interest in the candidate and explain any delays.

In conclusion, interview feedback from hiring managers is a crucial part of the recruitment process. It helps to ensure that the process is fair, consistent, and transparent, while also providing valuable insight and opportunities for improvement for the interviewee. Finally, when it comes to landing top talent, speed in the hiring process is key. By following the tips outlined above, hiring managers can provide effective and helpful feedback to interviewees and have the best opportunity to retain top talent throughout the hiring process.

If you need help sourcing candidates for your talent needs, MS Companies has the technology and resources to land and retain quality talent with speed. Contact us today to learn more about our talent management capabilities.