About 94% of candidates want to receive interview feedback. Yet, only 41% have received it.
At first glance, providing feedback after an interview may seem like a waste of time. Only the receiving side seems to benefit from it.
That’s far from reality. There’s a reason why applicants want and need a feedback. And as an employer, you also have a responsibility to the candidate.
Giving a feedback to your candidates, qualified or not, has many advantages for a company as well. Here’s why you want to start paying more attention to the post-recruitment process.
It Provides Closure Candidates Deserve
It’s still common to receive automated responses saying that if a candidate did not receive a response in a certain number of weeks, it means they were not selected. But that shouldn’t be the case.
This means that they must sit around for weeks waiting for the results. During this time, they may postpone other interviews or reject other job offers.
And if they didn’t hear from the employer again, they’ll realize they just wasted their time. The interviews they missed might have given them a better opportunity–one that they have a higher chance of securing.
Not having closure might also rattle their minds about why they weren’t accepted. They have the qualifications, the interview went great, so why?
They may start to doubt their skills. And if you care about the applicant pool at all, you don’t want a talented person to lose confidence.
Your candidates deserve both interview feedback and closure, no matter how unqualified they may seem. As soon as you know they’re not the perfect fit, send them an interview feedback letter or talk to them on the phone. They’ll thank you for the effort and time.
It’s Courtesy to the Jobseeker
After a candidate has invested time and effort in the process, it’s only good manners to thank them. It’s polite to let them know you’re not going forward with their application and why.
You, the interviewer, know how much time it takes to search for jobs and go to interviews. In addition to that, every company has different requirements to fulfill. A candidate may have to complete an online test or submit a video.
Employers should recognize all these efforts made in applying for a job. It’s only common courtesy to thank a candidate who has already invested in the role, whether they get it or not.
Sending an interview feedback indicates that you respect their time and effort. As an employer, you should show that you give everyone the same amount of respect you expect from them.
How would you feel if you sent someone a job offer and they didn’t reply? You thought that applicant would be ecstatic to be part of your company. But it turns out, they were happier with another.
You would expect them to respect you enough to at least send an email, right? Remember, respect and job interviews go both ways.
It’s a Good PR Opportunity
When you show respect to all your applicants, you’ll leave them with a good impression of your company.
Sending a well-written interview feedback can double as a good marketing strategy. You can take this opportunity to create a positive outlook for your brand. And because every one of your employees represents the company, the way your HR handles applications speak volumes about you.
Whether you like it or not, applicants will talk about their experience. If your company is well-known, the news may even spread to other people. You want that story to include good things about you and not why applicants shouldn’t bother with you.
Social media also provides an easy platform for people to express their opinions on. A single post has the potential to reach thousands of people. Hence, a rant written by a disgruntled applicant can smear your reputation.
Remember, even a single negative comment can have adverse effects on your brand. Especially if you’re an established company, many will jump at the chance to bring you down.
At the worst, you can face legal sanctions. A single letter explaining the true reasons why they weren’t accepted is all it takes to clear up misunderstandings before they happen.
Good Interview Feedback Can Help Candidates
When you give an interview feedback, make sure that you want to help the candidate. Set your mind that you’re talking to a person, not a resume.
Keep the following points in mind when you’re giving interview feedback.
You must give a concise and straight-to-the-point assessment. You should be clear that you’re rejecting the applicant but phrase it in a lighter tone. From the job description to the feedback, you must communicate what you’re looking for.
And while you want to say how you came to the decision, you don’t have to be too critical. Make sure you outline their skills first before you give a constructive criticism. Too many negative comments may cause unwanted results.
You can say that you’re looking for a particular skill that the applicant lacks. Or that they don’t have enough experience for the role. Whatever the reason for the rejection is, be honest and transparent.
But don’t raise false hopes. Don’t say that you’ll hire them if only they have a certain skill if you’re not planning to. If they develop that skill and go back to you, it will make things a bit awkward when you reject them a second time.
The candidate can take this opportunity to improve themselves. With your pointers, they have better chances of landing a good job.
In return, you’ll help the economy. You can make every candidate that went through you more equipped for a job. If every company sends out feedback, the recruiters might find hiring a little easier.
You’ll Get More Qualified Candidates
If the reason for rejection is the lack of a skill, state that as clearly as possible in the interview feedback.
Keep in mind the pointers I gave you above. When you do it right, they’ll come back when they’ve developed that skill. By then, they will have more experience that might make them more befitting of the role.
A polite conversation with them can also urge them to refer their friends and family. They might know a more well-equipped individual who’s just what you’re looking for. And if they’ve had a positive experience with you, they will be more likely to recommend you to them.
Not only did you manage to find the perfect fit, you also avoided burning bridges. A talented candidate will likely be willing to come back to you. Any invitation from you, should you find a role more suited to them, will be welcome.
You Can Bring Up Other Roles Best Suited for the Applicant
Giving an interview feedback is the best time to bring up other roles. Even if they don’t qualify for the role they’re aiming for, it doesn’t mean that they won’t be useful in your company. The candidate may have skills that are better suited for another position.
Talk to them about their skills and why they weren’t the person you’re looking for. After that, mention that you have another position that you think is better for them. The role might interest them enough to apply for it.
Doing this, you won’t have to let go of a qualified applicant. Just ensure that you think they’ll do best in that role. Don’t inhibit their growth just because you don’t want them to end up working for a competitor.
It Doesn’t Take Up Much of Your Time
You might think that reaching out to every single applicant is too time-consuming. But it shouldn’t be as burdensome as you expect.
The HR often takes notes during the interview, which you can use in interview feedback. You can round these up in a positive way and explain how you came through with a decision.
In most cases, a simple, “We’ve decided to hire someone with more experience” would suffice.
In the early stages of the application process, an email will do. If, however, the candidate has gone far, they would appreciate a personal phone call.
We also have what we call the Applicant Tracking System or ATS. A modernized version can help you send out updates about the position to potential candidates.
If you’re a large company that receives hundreds of applications per day, invest in a quality ATS. It will make reaching out to candidates easier.
Too Busy? Get Some Help
You might not be ready to take on the recruitment process in full. If so, there’s no harm in reaching out for some help.
Consider our IT Staffing solutions for you. We have a streamlined process to get you high caliber candidates.
We believe that quality trumps quantity. You won’t have to face an unprepared candidate again. You can be sure that you’ll only get qualified applicants.
Let’s get to know each other, so our experts can give you a proper list of applicants who fit your culture. Contact us now and let’s discuss solutions for your company.
