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4 Tips for Giving Post-Interview Feedback

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4 Tips for Giving Post-Interview Feedback

Generally speaking, candidates have tough skin. Anyone with a little experience under their belt understands that you’ll lose a few job offers before you find the right one, but how do candidates know why they were not selected for a job? It’s up to the interviewer to tell them. Unfortunately, this rarely comes with any constructive feedback to help candidates in their future endeavors.

More than 55% of candidates reported not receiving any post-interview feedback, according to RecruitingDaily.com. Less than 3% reported receiving feedback that they found specific and valuable.

Other studies show that 94% of people want post-interview feedback, yet they are not getting it. Giving post-interview feedback to candidates when you choose to hire someone else may be hard sometimes, like giving bad news, but these studies prove that they want to hear it, and it could help improve the company’s employer brand and candidate experience. After all, the worst thing you can say is nothing at all.

Try these tips for giving truly helpful post-interview feedback to candidates on their application and interview. They’ll appreciate the effort, and the tips you provide could help them land the job they want. You can bet that feedback will help improve the employer brand too. Whether the recruiter or the hiring manager is speaking with the candidate, pass along the feedback.

How to Give Post-Interview Feedback

1. Write it DownOne survey found that about 50% of candidates wanted to receive feedback via email. By taking detailed notes during the interview process, hiring managers or recruiters will have the ability to look back on the interaction and give candidates more detailed and constructive feedback. Put your feedback in an email to ensure it’s well-said, and your candidates will thank you for your honesty.

2. Be Clear & Constructive - Candidates won’t find your boring “we decided to go another direction” feedback helpful. If they are requesting feedback, they want the truth. Provide clear, constructive feedback that relates directly to their interview and the job description. When it came down to the decision, was their lack of experience a problem? Were they too distracted during the interview? These are the things candidates want to know.

3. Be Positive when Possible - You don’t have to focus on the negative. If the candidate made it past the screening stage, there must have been something about them the interviewer liked. Be sure to include some positive feedback so that the candidate understands what they did right and why. When giving feedback, the positive can be just as helpful as the negative, and it softens the blow as well.

4. Video Chat - Make it personal by setting up a separate video call with candidates who were not offered a position using the same video software as the interview. While this may seem time consuming, it could be faster than typing a detailed email, and it’s definitely more personal. Candidates will appreciate interviewers who take the time to speak with them face-to-face, and this step will surely improve the organization’s employer brand and even the personal brand of the hiring manager providing the feedback.

Feedback is rarely given to candidates, even upon request. It doesn’t have to be a time consuming practice, and it will absolutely elevate the brand’s reputation and encourage more candidates to apply for future positions.

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HollyWade
Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: https://www.linkedin.com/in/hollycwade