Mandatory Written Interview Feedback: An Essential Shift or An Impractical Burden?
Aaron Ward
Talent & Recruitment Nerd ?? D&I Champion ?? Helping you hit your career goals ??
Hello again #LinkedIN ????
Navigating the complex world of talent acquisition, I've often pondered one key aspect: the feedback process. Over my years in recruitment, the significance of feedback — both verbal and written — has become evident. However, the debate remains: should written interview feedback be a mandatory or even legal requirement? Let's jump into it, shall we?
?? The Case for Mandatory Written Feedback:
1. Professional Growth: For candidates, written feedback provides actionable insights. It's a resource they can refer back to, learn from, and use to improve in future interviews.
2. Clarity and Accountability: A documented response ensures that the hiring process is transparent. Both parties have a clear record of the feedback, leaving little room for confusion or disputes.
3. Fair Hiring Practices: With mandatory feedback, companies may be more conscious of their decision-making processes, potentially reducing biases and ensuring more equitable hiring.
?? The Case Against Mandatory Written Feedback:
1. Time-Consuming: Crafting thoughtful, constructive feedback for every interviewee can be a daunting task, especially for roles that draw hundreds of applicants.
2. Risk of Legal Repercussions: Misinterpreted feedback or poorly worded critiques could expose companies to potential legal challenges.
3. Authenticity Concerns: There's the risk that mandatory feedback might become generic, robbing candidates of the genuine insights they seek.
In numerous projects, I've observed clients offering verbal feedback, praising its personalized, intimate nature. Yet, without a written counterpart, many candidates are left without a tangible takeaway to reflect upon.
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While the debate around written feedback intensifies, let's turn our attention to another facet of the talent acquisition experience: verbal feedback. Its merits and drawbacks are often overshadowed, but given my encounters with it in various recruitment projects, it’s time we put this format under the microscope.
?? The Case for Verbal Feedback:
?? The Case Against Verbal Feedback:
While verbal feedback brings a human touch, making the experience potentially richer and more nuanced, its temporary nature can be its very downfall. Without the permanence and reference point that written feedback provides, are candidates and recruiters left grappling with fleeting impressions and forgotten details?
So, the question stands: In an age where documentation and data reign supreme, do we need to enshrine the practice of written feedback in our hiring processes? Or do we risk burdening our talent acquisition teams with an impractical obligation?
I'm eager to hear your thoughts. As we strive for a more inclusive and transparent recruitment landscape, it's conversations like these that will shape our industry's future.
#TalentAcquisition #InterviewFeedback #FutureOfWork #RecruitmentTrends #HRDebate
Talent Partner @ Parkdean Resorts
1 年Great post Aaron. It's an often hotly debated topic. Personally I feel verbal feedback is always my preferred route, mainly because of the human element that comes with it. However, verbal feedback in the wrong hands can have the opposite effect and become damaging if not well thought through and articulated. Many Recruiters I have worked with over the years, myself included at times, feel anxiety around giving verbal feedback which can lead to mistakes being made in its delivery. We might say the wrong thing, put the wrong spin on it and turn a development point into a negative. Or try to be too nice and give the candidate false hope. This could be negated with written feedback. But you're right, it could also open a can of worms! ?? I have discussed the possibility of allowing the candidate to decide in advance how they want to receive their feedback.Different people will feel more or less comfortable either way, and this could be considered inclusive practice from a neuro-diversity perspective too? Although this would be difficult to manage and administer in large businesses. I wonder if there are any ATS's that have such functionality??
Passionate about all things People - Talent Acquisition, Processes and Coaching. Oh, and part time Marathoner :)
1 年Its an interesting topic Aaron - you make some really good points! I don't have the answer but do think that the type of feedback preferred can often depend on the candidate. Particularly if the feedback is tough, I've known candidates who prefer to have this in writing - as long as its written with empathy and articulates the real, tangible reasons for regret - so they are not caught off guard by the feedback, or embarrassed by it. It gives an opportunity to read and process the feedback in their own time. That said, I've known others who would be offended by written feedback without a verbal discussion - those who want to explore, question and debate it. Companies cant always provide individual feedback to each candidate depending on their preferences, but I don't think there's a "one size fits all solution" either.