Candidate feedback: five reasons why it’s important
Monday, October 30, 2017

We all understand that job interviews are daunting and sometimes disappointing experiences. You can spend countless hours rehearsing answers to difficult questions and meticulously planning your journey to an unfamiliar destination, yet come away with nothing but an email sent weeks later simply stating that you were unsuccessful.

However, when you’re in the other seat, have conducted dozens of interviews, and still haven’t found the right candidate, providing feedback can be a very unappealing task.

But interview feedback is crucial in many ways for both the candidate and the employer. No interview should be a waste of time for either party; here are five key reasons why you should provide it.

1. Employer brand

By providing honest and constructive feedback, the candidate is more likely to hold you in high regard even if they are unsuccessful, as you have taken the time to acknowledge their effort and offer constructive support that will enable them to improve in subsequent interviews. This will establish a positive relationship between your organisation and the candidate, avoiding any bad feeling that may get passed on to others.

It is now very easy for people to share their own feedback of their application/interview experiences, both positive and negative. Comments on social media and viral content can have irrevocable impact to a company’s brand and reputation. Now, more than ever, it is crucial to avoid these circumstances.

2. Candidate value

Providing feedback makes a candidate feel valued. They are not just another face in the process; they are an individual, and feedback is a direct response to their individual needs. The further we move towards more automated processes in the recruitment industry, the need for a candidate to feel like an individual will only heighten.

Additionally, feedback should always be a two way street. The candidate also has the chance to give their own feedback on the process and the assessment activities. The employer should be prepared to develop their process/offering based on candidates’ feedback too.

3. Friend recommendations

Not only will you increase your chances of gaining advocates of your organisation, unsuccessful candidates will be more likely to recommend your roles to others if they have evidence that you take time to acknowledge and appreciate every applicant. This will be beneficial to your recruitment process, as a good reputation will increase your chances of securing top talent.

4. Refining the search

Offering feedback to unsuccessful candidates is also a way of pinpointing exactly what you are/are not looking for. By determining the specific reasons why the applicant wasn’t right for the job, you are establishing a clearer idea of what skills and attributes you are looking for, which will benefit you when other applications come in.

5. Generational development

To take a step away from focusing on the employer benefits, providing good feedback to a candidate essentially helps the candidate improve and increase their chances of being right for another company. Not only does this simply help the candidate but, from a holistic point of view, providing good feedback to all applicants contributes to helping them become more employable which in turn is good for the wider graduate market. We should all be taking joint responsibility in the development of the next generation, and candidate feedback is an essential component that will benefit both parties.

If you’d like to find out more on how GTI can help you with your recruitment process, please get in touch via the contact form below.

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