How to Give Constructive Feedback after an Interview
Posted September 29th, 2016
A company’s recruitment process shines a light on how the business is managed. It provides an initial impression to applicants, an experience they will likely share. If you want to make sure your company leaves the best impression possible, post-interview feedback is the key.
Many companies neglect to provide any information to candidates who were interviewed, but ultimately not chosen. In fact, some companies offer no communication at all, while others send out a simple form letter. By providing constructive feedback, you can set your business apart from the masses, and help maintain a positive reputation. If you are looking for tips to help improve the quality of your feedback, consider the following.
Use a Standard Mechanism
Whether you use scorecards or simple forms to help document the results of an interview, make sure to use the same format for everyone. Pick a variety of metrics that are essential to the position, and record information as the candidate responds. Make sure to be honest in your assessment. Otherwise, the information is not as useful. Using a standard allows for easier comparison of candidates, and helps you note how one candidate separated themselves from the pack.
Once each interview is complete, you will have a form to work from for feedback. Review each area and note what the candidate did well, and where they struggled. By doing this immediately after the interview, you are more likely to recall key details.
Handle Feedback in a Timely Manner
Even if you need to complete all of the interviews before providing feedback, don’t delay any longer than necessary. At the end of each interview, let the candidate know when they should expect feedback. If a particular method is used, such as a phone call or email, let them know how the news will arrive. As an added point, make sure you have their correct contact information.
When that date arrives, act accordingly. Schedule the time in your calendar, and consider it as valid as any other appointment. If unexpected circumstances have delayed the decision, make contact on that date to provide an update. Most candidates understand that timelines can shift. By keeping them apprised, you acknowledge that they deserve that level of respect. Not only does this convey a level of professionalism, but it is also the polite thing to do.
In some cases, a candidate may remove themselves from contention. For example, they may decide to accept an offer elsewhere. By communicating openly, you are more likely to stay informed regarding their status as well. That way, if your top candidate is no longer available, you know to move on to the next.
Make Your Feedback Helpful
Providing feedback is not an opportunity to nitpick the entire experience, or to insult the candidate. Instead, find key points that need improvement, and make a recommendation. The idea is to clarify why the candidate wasn’t chosen and give them ways to improve. Use specific examples from the interview, and provide clear guidance as to how they can improve.
If they handled certain parts of the process well, let them know in the closing of the conversation. This helps candidates to keep a positive impression of your company, and it lets them know that certain parts of their techniques are on point.
If you are looking for your next star candidate, or some tips on providing feedback to candidates, let Bayside Solutions help you through the process. Contact us today.
