Why Do So Many Companies Not Provide Interview Feedback

Candidate attraction is the goal of both internal talent-acquisition and external recruiters but that is only part of the story.  We all have a duty of care to ensure that the candidate leaves the interview process with a positive opinion of the brand whois courting them.  Does this happen everytime…..absolutely not !!

Great candidate experience is essential not only to your immediate talent acquisition strategy but also your long term strategy.  Leaving the candidate with a  positive impression stays with you and the brand making future recruitment easier.  We all know the perils of social media exposure when someone provides poor service, yet why do so many clients continue to ignore this important piece of brand marketing…..this is why, at Pluris, one of our key drivers is to provide detailed feedback to all candidates.

I remember in my early days I used to hate giving bad / constructive feedback to my candidates, no one wants to be the bearer of bad news… I quickly realised the importance of any type of feedback, good or bad, as there is nothing worse than going for an interview and never receiving any feedback on how it went.

In a recent article written by David Morel is the CEO/Founder of Tiger Recruitment,  the report finds that 83% of people claim that they have never received any feedback following an interview.

I find that when delivering feedback, it’s important to start with the positives from that meeting, following up with the more constructive feedback and finally focusing on how we could improve going forward to try and motivate that candidate for any future interviews.

Even if the feedback is only positive, I will always probe my clients on the key areas to focus on going into the next stage.   This level of feedback is critical to the success of the candidate during the recruitment process and is often forgotten during the excitement of being told your candidate has a second or third interview. Remain calm, focus on your standard, proven recruitment process to ensure you get all the information that you want to relay back to the candidates, good or bad.

Candidates have to accept that interview feedback is not always positive and the successful candidates are the ones who take this feedback on board and look at ways of improving these development areas.  Feedback is after all, a personal development plan in disguise.

It’s a highly competitive market out there and you have finda differentiator to separate yourself from the rest;  I find that providing professional honest,quick and constructive feedback goes a long way. We must give our candidatesthe best possible chance to get any job, regardless of the reason that theprevious role  wasn’t the right one;  It is highly likely you will work with thatcandidate again and, more importantly, that candidate will tell everyone aboutyou.  Respect your brand, respectyourself and respect the candidate.