Interview Feedback Matters

Interview feedback is proving to be one of the more contentious issues facing our industry today. Candidates are keen to receive it, yet some employers are reluctant to give it – so what should be done?

As recruiters, we are often left in a tricky position if our client provides no explanation as to why one of our candidates was not hired after attending an interview. In fact, the report finds that 83% of people claim that they have never received any feedback following an interview. We are then left to smooth over the relationship with disgruntled candidates when their efforts are met with boilerplate rejections.

Here are the top five reasons why we encourage feedback after every interview:

1. It’s indirect PR for your company
As unbiased candidates share positive recruitment experiences – regardless of whether or not they successfully secured the role – clients could attract even more applicants for future positions. If a candidate is left in the dark, organisations risk having to field negative comments on social media, which can be extremely damaging to a brand.

2. Candidate courtesy
We all know how much time it takes to prepare for interviews and any tasks or tests that the organisation may require you to complete. It is important that this is recognised and that the candidate is thanked for their time on the application process because these individuals are already investing in the role.

3. Future match
Candidates might miss out on a role because they lack specific skills or experience in a particular area, and there may have been a stronger candidate at the time. However, with a few more years of work experience they could be a perfect fit.

4. Economic Boost
As well as positively impacting the individual organisation, feedback will eventually lead to a better-equipped labor market. High-caliber candidates will generally be easier to come by if individuals know where their strengths lie and the areas in which they need to improve. As a result, future hiring for all employers may become significantly more efficient.

5. It’s not time-consuming
Many clients say they lack the time to provide detailed feedback following an interview, but it shouldn’t be as burdensome as expected. Notes are often taken during interviews and then circulated. These can be easily re-purposed for the interviewee, ensuring that the comments are constructive.

Good feedback is the KEY to improvement all round.

Your talent partner,
Asenath van den Berg
Director – ASIE Personnel

Placing winners since 2006. “Passionate about enhancing lives and growing companies”.