Let’s Be Honest | Why constructive interview feedback is important

Why constructive interview feedback is important

Attended an interview and received a rejection email with no further explanation? Were you left wondering what you did wrong and why you did not manage to get that job you were dreaming of for so long?

The recruitment process can be a very frustrating and disappointing process for both employers and candidates. However, providing feedback to candidates is so crucial in many ways for both parties. It is an opportunity for candidates to gain an assessment about how they convey themselves as professionals and allows them to grow on a personal and professional level. Let’s not forget the benefits it provides to the employer, portraying a great PR image due to the time taken out of their day to respectfully get back to the unsuccessful candidate.

Recruiters are often left in a tricky position when their clients do not provide a sufficient explanation as to why one of their candidates were not hired after attending an interview. It is very difficult for the recruiters to then have to smooth over the relationship with disgruntled candidates when their efforts are met with boilerplate rejections. It is even harder for candidates since job interviews can be a daunting and disappointing experience at times. Spending countless hours rehearsing answers to challenging questions and meticulously planning questions specifically designed for the employee, only to be met with a blunt email a few weeks after the interview stating that they were unsuccessful in the interview process, with no further reasoning, can be majorly frustrating.

On the other hand, we must consider the time-poor hiring managers and interviewers, especially if they are mass recruiting. They may also be worried about potential legal threats if they give feedback in an inappropriate manner, or they may also be concerned about causing offence. Nevertheless, providing feedback does not only aid the candidate’s future job search; it can also be positive for the organisation. Here are the top reasons why employers should give feedback when deciding to reject candidates:

Protect your employer brand

Imagine rejecting many candidates and never giving them any feedback. The latter would have a damaging impact on the image of the company as it would portray an image of an organisation that consistently provides candidates with negative experiences. These frustrated unsuccessful candidates will spread negative word of mouth about the company or even post negative content about the organisation. 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 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 pessimistic feeling that may get passed on to others.

Repeat jobseekers

You may ultimately lose out on the best candidates. What if a previously unsuccessful candidate applies for another role in the company in the future? They are much improved this time and fit the role you are looking for perfectly. Don’t risk losing them to another organisation because they remember a bad experience with your company in the past!

It improves you as an interviewer

Getting into the habit of providing consistent detailed feedback can improve your techniques as an interviewer. You may see patterns which can help you improve your interview techniques. Is the reason nobody is getting a certain question right because of the way it is being asked? This will allow you to learn from your mistakes and may even lead you, as an employer, to notice some unconscious bias creeping into your feedback around one of the protected characteristics. Consequently, providing feedback also enables you to double check that you are genuinely following your organisation’s diversity and inclusion policy.

Candidate courtesy

It is simple courtesy to get back to the unsuccessful candidate and explain to them what they did wrong or why someone else got the job instead. Evidently, a good applicant would spend a good amount of time preparing for the interview and work hard to show their best potential. Therefore, it is basic courtesy to give them some meaningful feedback, and this does not have to be time-consuming. By providing your GRS Consultant with constructive feedback on each candidate we will in turn take the time to debrief the candidate and convey your thanks that they took the time to meet with you.

GRS Recruitment can aid and assist your business in attracting and securing top talent whilst promoting your employer branding.  For more information on our Recruitment Service contact one of Consultants on +357 25342720 or +356 21680800 or email info@grsrecruitment.com