How to give feedback in the selection process?
Giving feedback after a selection process that was unsuccessful is difficult. Many businesses worry that their employees are unable to provide it or have never provided it before.
70% of businesses, according to Prevue HR Systems, do not provide feedback to applicants who were unsuccessful in the selection process. Receiving such feedback is crucial for candidates since it will enable them to avoid repeating their errors in subsequent procedures, which will speed up the hiring process.
When applying for a position, it’s critical to compare our efforts to those of others because just 30% of companies provide comments on recruitment.
The importance of giving feedback after the recruitment process
There are many reasons why a company does not give feedback when recruiting personnel. This occurs in many cases when:
- The selection processes are massive.
- They do not depend on one department of the organization.
- When the company does not know how to do it.
- When there is not enough time.
- The company does not prioritize ensuring it in its processes.
It’s no secret that after a long selection process, rejected candidates would like feedback on what they did well and what they could improve.
By providing this feedback, your business will be able to:
- Enhance the reputation of your business.
- Show an interest in human resources.
- A boost to employer branding.
- Will refrain from feeling wrong about your organization.
- Will spark interest in your organization in the labor market.
Feedback for candidates: what to do and what not to do.
You won’t be able to return time to candidates you didn’t select, but you can help them in their search by giving them honest feedback. A way to ‘pay’ for a candidate’s time is to give more feedback after the selection process, below see what you should and shouldn’t do to achieve this.
How to provide feedback after recruitment process?
- Communicating that the decision was based on the assessment made during the interviews does not lead to you being the one selected.
- Describe the core competencies that the company was looking for in the position and show whether they were related to your candidacy.
- Highlight aspects that are important to develop in future recruitment.
- Evaluate the positive attitudes that were shown during the interviews.
- If possible, give some tips to improve the candidate’s employability.
- Leave an “open door” for future cooperation. In the job market, you never know what the future may bring.
What should you not do when giving feedback to candidates?
Although we keep many aspects in mind, there may be some mistakes when trying to conduct a proper evaluation, here’s what not to do when giving feedback after the selection process:
- Don’t make comparisons. Comparisons are detested, especially in today’s highly competitive workplace. You don’t need to remind them that you didn’t hire them because there was someone better available; they are well aware of this.
- Give no false hope. If a candidate is not a good fit for your company or the person you are looking for, let them know as soon as possible.
- Don’t be short on empathy. Nerves are always present during the selection process. Focus on your professionalism at work rather than these factors.
- Tone is important. It is difficult to criticize without sounding arrogant, so make sure your comments are respectful and polite.
- Avoid writing down your thoughts.
- A phone call to a rejected caller may be a more effective way of providing feedback. It emphasizes the personal touch. Furthermore, it reduces the likelihood of your exact words being used against you.
- Use specifics rather than generalities. Instead of saying, “You took great initiative,” say, “We really appreciated how you reviewed our annual report and discussed our corporate social responsibility initiatives.”
- Only comment on aspects that the candidate can change. Behaviors can be modified. However, appearance, accent, and the interviewer’s voice cannot. Avoid feedback that touches on personal matters. Instead, concentrate on actions such as “You should have arrived on time for the interview or called ahead of time to let us know you would be a few minutes late.”
- Be careful with what you say. To a point, be truthful. You should not reveal any proprietary or sensitive information.
There is no longer an excuse for not informing professionals who are on the other side of the resume. Rely on the right tool and provide feedback to candidates.
Remember that in this last message you can ask them to evaluate the process and thus find out whether a good job is being done or whether some changes need to be made. The good thing about feedback is that it can go both ways.
After the staff selection process, factors such as the person’s time, dedication and goals or aspirations always come into play. Always try to thank them for the space they gave you to conduct the tests.
Remember that it is very important to keep all parties informed so that they too can decide if they are interested in continuing or if they prefer to focus on other job opportunities.
Send us a message whether you are thinking of a career change, looking for exceptional talent or just would like to meet for a coffee and chat.