Everyone wants it. You know you should give it. But you don’t.
What impact does interview feedback have on your reputation as an employer? Do you care? Should you care? The short answer here is yes, you should care. In fact, I feel that the interview feedback process can be a key moment in the recruitment process.
Giving feedback after an interview may be your last point of contact with a person, and you want to leave them with a positive lasting impression, one that will benefit you and your company in the long run. It’s an important component of managing your overall brand and identity.
I also believe it's an ‘emotional’ touch point in which a psychological imprint is made about your company as a brand, product, service or potential employer. Don’t you want this to be as positive an impression as possible?
I also like to think about it from an applicant’s standpoint. Committing to a change in career is an emotional rollercoaster. For many, it's been a long time since they looked for a new role or attended an interview. There have been exciting and nervous moments at every step.
Even a handful of candidates telling others something like, ‘I went for an interview there once. It was terrible; I didn’t get any feedback,’ could affect your ability to secure talent, particularly when engaging niche candidates or in tight geographical locations.
So why don’t more companies avert this potential disaster and offer interview feedback to candidates? What is the real issue? Why do organisations large and small deliver poor levels of candidate feedback?
It’s not that hard. Or is it?
Without stakeholder support, resourcing has one hand tied behind its back, leaving them to offer a limp smile, an apology and poor responses to the candidates.
It is vitally important for your business and your brand that you move away from the ‘no feedback’ model and start to incorporate policies and systems that allow you to offer your candidates the best feedback possible to provide them with a positive experience that increases their image of your company, not hurts it.
This data offers true understanding of the positive or negative impacts that may be shaping your external reputation.
Measuring and monitoring candidate experience is an essential tool to any resourcing department. Especially those with an aspiration to delivering a best in class talent acquisition strategy.
But ensuring stakeholders understand the wider recruitment process is an important step in this process, and having relevant data helps quantify how they can directly impact candidate experience and improve it in the future.
This subject wouldn’t need a whole day’s worth of training. A simple buzz session to establish how to deliver the outcome of an interview would suffice. To get started, share examples of positive candidate experiences. Talk about what made them positive and how you could replicate those experiences in the future.
You can also share experiences where people have responded negatively to feedback and discuss how the issue could have been resolved positively in the future.
How did it impact the perceptions of your business in the wider community? I'd love to hear about it.
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