In today’s competitive job market, many employers invest significant time and resources into finding the perfect candidate. However, one crucial aspect of the recruitment process is often overlooked… providing feedback – to all candidates!
When done right, offering feedback enhances a company’s reputation. It helps create a positive relationship with both successful and unsuccessful candidates. Portraying the organisation as one that values transparency and continuous improvement – key traits that can make a lasting impact on how candidates perceive your business.
Why is candidate feedback important?
Providing constructive feedback, whether positive or negative significantly improves a candidates experience. A positive experience, even when ending in rejection, can leave a lasting impression. According to Starred, 80% of candidates say they would not consider other relevant job listings if a company doesn’t notify them of their outcome.
Don’t forget that feedback is a powerful tool. In a saturated job market, candidates share their experiences online, whether through social media, job review sites, or word of mouth. Businesses that take the time to offer feedback are more likely to be spoken about positively. This doesn’t only boost the company’s reputation but also positions the employer as one that genuinely cares about its applicants, helping to attract top-tier talent in the future.
So, what does good feedback look like?
First of all, good feedback needs to be timely. Providing feedback as soon as possible is crucial for maintaining a positive candidate experience. Ideally, feedback should be delivered within a week of the interview or the decision-making process. We recently carried out a poll on LinkedIn asking our audience ‘How soon after your interview do you expect feedback?’ and 57% of candidates opted for 3-5 working days.
Remember that vague feedback like “we chose someone else” offers little value to candidates who are looking to grow from experience. Instead, provide specific insights related to the candidate’s qualifications, skills, or fit with the company culture. Specific, constructive feedback allows candidates to leave the process with a clearer understanding of their performance and a sense of how they can improve for future opportunities.
And don’t forget effective feedback should always be personalised to the candidate’s performance rather than relying on generic templates. Tailoring feedback to the individual’s interview responses shows that you took the time to reflect on the candidates’ unique contributions. This can go a long way!
Candidate feedback is more than just courtesy – it’s arguably one of the most powerful tools for shaping your recruitment process and enhancing your company’s reputation. Providing timely, specific, and personalised feedback not only helps candidates improve their skills but also reflects positively on your employer brand.
In a world where many employers neglect this simple yet impactful step in a recruitment journey, taking the time to provide thoughtful feedback gives your business a competitive edge in attracting and retaining top talent. Be the business that stands out when offering candidate feedback – you won’t regret it!
