Being constructive and offering specific examples.The best practices for giving interview feedback to unsuccessful candidates are: Giving unsuccessful candidates feedback on their applications is never an easy discussion, especially when the other party is visibly upset. That way, recruiters will always be aware whether a particular candidate would prefer to receive an email, text, video, or phone call to go over feedback following a rejection. One novel solution used by a customer of ours is to directly ask the candidates how they would like to be contacted in the beginning of the process.Ĭandidates can respond by giving the recruiter their preference, which can then be tracked internally. There’s many ways to give feedback, such as through a phone call, a video call, an in-person meeting, by text, or simply by e-mail.Īt the end of the day, each candidate is different, and there is no one-size-fits-all approach to passing along feedback. How to Give Interview Feedback to Unsuccessful Candidates Now that we’ve explained the why, we’ll discuss the specifics and best practices for giving interview feedback to unsuccessful candidates. Since interview feedback impacts Candidate Experience so much, we can see that not providing candidates with solid and impactful feedback is likely to damage your Candidate Experience, and, by extension, your employer brand and talent pipeline. Around 50% won’t do any business with you themselves.25% of them will discourage others from applying with or doing business with you.72% of candidates will share their poor experience with their network.On the other hand, we see that a poor Candidate Experience results in: 65% are more likely to do business with you in the future. 66% of them are more likely to refer others to your company.Satisfied candidates are 38% more likely to accept an offer.77% of happy candidates will share their experience with their network.The implications of Candidate Experience are twofold: No other category had such a high correlation with Candidate Experience, especially for rejected candidates.īoth datasets tell us that interview feedback can make or break Candidate Experience. The importance of interview feedback is corroborated by our Candidate Values Report, which reveals that interview feedback is the most impactful part of Candidate Experience for unsuccessful candidates. This tells us that, unfortunately, most unsuccessful candidates are currently dissatisfied with the (lack of) interview feedback. It was also mentioned prominently by both passives and promoters, showing that it’s an important part of the process to all types of candidates. Why Giving Feedback to Unsuccessful Candidates MattersĪccording to our 2022 Candidate Experience Benchmark Report, rejected candidates discussed feedback more than anything else, and the majority of them were detractors who are dissatisfied with the process. We’ll also dive into the best practices for interview feedback and explain what you need to do to give valuable interview feedback to unsuccessful candidates to make them remember you fondly, with plenty of real-life examples. We’ll draw on our extensive Candidate Experience datasets and other existing research to see how impactful feedback is to Candidate Experience. This article will break down why giving interview feedback is especially important for unsuccessful candidates. Giving interview feedback is the perfect opportunity to make sure that candidates leave the process with a positive Candidate Experience, boosting both your reputation in their social circles as well as your employer brand. Candidates receive valuable feedback on how they can improve their skills and better prepare for future job opportunities, and recruiters/hiring managers receive a chance to let the candidate down gently and have them remember you fondly. Providing constructive criticism is a win-win for both sides. Still, it doesn’t make the silence hurt any less: 76% of candidates state that not hearing back from a recruiter following an interview is more upsetting than not hearing back after a first date. Unfortunately, many candidates are used to being ghosted, and rarely expect any sort of personal outreach. The State of Interview Feedback for Unsuccessful Candidates That’s why one of the most important parts of having an excellent recruiting process comes down to the way in which candidates are given feedback on their applications. Being a candidate is difficult enough on its own, but the hardest part is dealing with a rejection, especially if you’ve invested a large amount of time and effort into the application process. Let’s be honest: there’s nothing that stings quite as much as that dreaded rejection email for a role that you’ve had your hopes set on.
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