Job seekers are always hungry for feedback after every interview. They have prepared long and hard when applying and now they are determined to hear why they are not getting it. Giving interview feedback to unsuccessful candidates can be difficult, but most candidates appreciate it. This is because they are anxious to improve their chances of getting the next job for which they apply.
Here are the top 5 reasons why you should provide feedback to your unsuccessful candidates following an interview.
It Makes Candidate Feel Valued
A candidate needs feedback to be able to move forward and move on. Providing feedback will make them feel valued and respected for their time and interest in working on your company. Not giving them feedback feels just like being left out ‘hanging’ by your important client without feedback. Imagine you want to close your financial month and waiting for just one feedback from your client — and they don’t call back. This is the same for the candidates. Most of them will struggle to continue their job search waiting for good news. So bear this in mind if you don’t think feedback is necessary for them.
2. It Has Advantage to Your Brand
Honest and constructive feedback can create goodwill between the candidate and your company. The candidate is more likely to hold you in high regard even if they are unsuccessful. They will feel like you have taken the time to acknowledge their effort and offer constructive support that will enable them to improve in their following interviews. And with the social media growth, leaving candidates in the dark might create bad comments on social media and can have a permanent impact on your company’s brand. If you treat them right, you might gain a connected ambassador.
3. They Can be Used in Future Chances
Being unsuccessful candidates do not mean they are unneeded by your company. When they apply for the job you advertised, candidates normally research about your company, products and services. When doing this, they can be interested and develop to potential consumers. But if they get bad experience after the interview, they are less likely to want to use your company for their personal needs in the future.
Apart from that, candidates can also become a future client. When candidates do not fit into the position you advertised, it does not mean they are unfit to other companies as well. One day your company may want to work with another business, and the candidate you rejected might be running that business. If this candidate has had a negative experience with your company, they might unlikely be ready to work with your company.
Here are a few insights on how to give appropriate feedback to unsuccessful job candidates
If you are not going to be honest, there’s no point giving feedback. But this does not mean that you have to let the candidate know everything you think about them. Try to avoid getting too personal and keep your feedback closely related to the job description and the required skills and experience. Your tone should remain positive when thanking the applicant for their interest in the role.
2. Keep it Brief and Early as Possible
It is important to notify unsuccessful applicants as soon as possible after the selection decision has been made. Leaving it a few days can give off the wrong impression and prevent them from applying again in the future.
3. Be Straightforward About Future Possibilities
Lastly, do not give a person false hope regarding any possibility of future employment in your organisation. If you like the candidate and there is the possibility of future openings, let them know and what they need to do to apply. This shows them that you are interested in them for other roles and that you, as a company, think highly of your applicants.