Providing feedback is a vital part of the recruitment process. Candidates put a lot of effort into composing cover letters, writing resumes and preparing for their in-person job interviews. The least you could do is let them know how they did – even when they don’t make the cut.

How & why should you provide feedback to candidates who didn’t get the job?

Honesty is highly respected.

Honesty is the best policy. This age-old idiom might be a cliché, but it remains a fact of life. Who doesn’t appreciate it when someone is being honest? When an unsuccessful candidate receives information about what he/she did well (and not so well), it becomes a learning opportunity for what to do better in future. Your feedback may materialize into a job for that person in another company. Don’t think your good deed will go unnoticed.

“Candidates deserve honesty,” insists Nikoletta Bika on Workable.com, “Telling them they were great in an interview when they know they messed up won’t earn their respect. You don’t have to be too honest, though. Don’t tell them that you were offended because they didn’t look into your eyes when speaking. Keep your feedback tied to the job requirements.”

Employer reviews on social media.

These days, Indeed, Facebook, Twitter and Instagram are among the top ways people from all over the world communicate. When people have bad experiences with your company, you can believe these popular social media platforms will have posts detailing those negative encounters. Giving honest feedback to candidates who didn’t get the job, avoids negative employer reviews.

“Applicants today have a megaphone for their reactions to how you treat them,” writes Mark Swartz on Monster.ca, “Leave them in the dark after they’ve worked hard to shine at an interview, and you may have to battle criticism about your company on social media. Do them a solid instead and gain a connected ambassador.”

It will foster successful recruitment efforts in future.

It all comes down to improving your employer brand. Consider this, a Recruiter who cares enough about an individual who doesn’t work for him/her is one who is likely to be spoken about kindly. Great Recruiters know this instinctively.

“Giving feedback after an interview pays off in the long term,” says Bika, “Candidate experience is a major factor to consider when building a competitive employer brand. Giving candidate feedback demonstrates that you go the extra mile as a potential employer. Candidates will appreciate receiving a rejection email. And they’ll be impressed that you’re taking the time to help them.”

For more expert recruitment advice, contact Hire Value Inc. today!

Leave a comment

CONTACT US

Stay in the Loop

we are passionate about sharing our knowledge and insights. Sign up to
stay in the loop.

Hire Value © 2020. All rights reserved.