Did you know that almost 70% of professionals claim to lose interest in a potential job if they don't hear back within 10 business days? If a total of three weeks go by, then that statistic rises to nearly 80%.
If you're unsure about a candidate after one or more interviews, it can help both parties if you give them some interview feedback after meeting. Whether you've only been doing this in some cases or none at all, it's crucial to start implementing new measures.
Are you wondering why it's worth it? Keep reading to learn the importance of giving interview feedback.
it gives you access to more talent
As the statistic noted above demonstrates, you could end up missing out on a wide range of valuable talent by forgoing interview advice. Since there is a good deal of bureaucracy associated with the interview process, some of the likeliest hires sometimes turn out to be unsuitable for your organisation. In that case, you'll want to follow up with others who may have been the right fit all along.
By never providing any constructive feedback within the first two weeks, you could have ended up burning that bridge. Even if you give advice and are sure you won't be working with them at the moment, you could find them working with a partner company somewhere down the line. Not only will this encounter prove awkward but it could also affect the success of your professional relationships.
it improves your employer brand
Yet another reason to give constructive interview feedback involves your brand's reputation. The last thing you'd want to do is give the impression of hosting a cold and unwelcoming work environment. While you can't hire everyone who applies to a position, you can still treat people with respect and dignity by acknowledging their effort and offering helpful pointers.
The 2022 Randstad Employer Brand Research (REBR) survey was completed by nearly 10,000 UK workers, 163,000 employees globally, and 6,000 employers. The comprehensive survey provides data for the world's most reputable and largest-scale employer branding insight report. The 2022 report revealed that nearly half of respondents ranked ‘a very good reputation’ as the most important driver when choosing a prospective employer, reinforcing the importance of protecting your brand at all costs.
You may be surprised how fast word can get around. Before you know it, even customers could end up getting a bad impression of your brand. Simply put, a little bit of constructive advice can go a long way.
it fine-tunes your interviewer skills
It's often said that the best way to learn something is by teaching it to others. When you apply this to giving post-interview advice, it's not difficult to see how this can benefit you as an interviewer as well.
Sometimes it's difficult to put one's thoughts and feelings into words. By taking the time to write out feedback, you'll also have the opportunity to organise those thoughts into something more cogent and concrete. Once you've finished, you may even see that the candidate did much better than you first thought.
Even if this isn't the case, you could also discover more about what you're looking for in the ideal candidate. This will allow you to spot the person with ease when you start interviewing them.
it provides help and demonstrates respect
After spending so much time preparing questions, conducting interviews, and considering the different options, it can be easy to forget how much time the interviewees have also invested in the process. From practising and learning about the company to dressing their best and being as cordial as possible, they've also given you plenty of time and energy.
Giving at least some advice is simply the right thing to do. It can go a long way toward helping them find the right job, even if the one they just interviewed for isn't it.
Collecting your thoughts and putting them to paper or in an email shouldn't take more than about 10 to 15 minutes. This small gesture can end up meaning the world to someone who was so excited and hopeful about the position they applied to.
By setting the example as an interviewer, you can make sure that even more interactions between an interviewer and an interviewee are as productive and pleasant as possible.
how to give interview feedback
When giving interview feedback, there should be an emphasis on being constructive. The last thing you'd want to do is be brutally honest and add insult to injury. Rather than protecting your brand, this could end up backfiring and harming your reputation.
This is why it's so important to keep their feelings in mind and keep things professional yet kind. On the other side of the spectrum, you should avoid lying and gushing about them. While this may allow them to feel good for the moment, it won't do much to help them find the right job.
There's a fine line between hurtful honesty and sugar-coated lies. To be as accurate in your feedback as you can, you should write up the advice after referring to your post-interview notes. The longer you wait, the higher chance you have of being inaccurate.
You don't have to send the feedback to them right away but having it on file completed promptly is a wise strategy.
As for the feedback itself, you should frame your honesty in a way that helps them. To set the tone, you can open up with what you liked about the interview. This can soften the negative yet constructive feedback to come.
Be careful about your word choice but don't forget to be specific. Something too vague won't help them improve. If you're stumped, you can always consult with other employer professionals.
are you ready to give interview feedback?
Now that you’ve read about the importance of giving interview feedback, you can help potential employees and your own brand. With enough time, you'll be sure to see how well this strategy can work. That way, you'll end up with the best team possible.
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