![\"\"](\"https:\/\/cdn-01.cms-eu-v2i.applyflow.com\/identifi-global\/wp-content\/uploads\/2022\/03\/InterviewFeedback.jpg\")
<\/p>\n\n\t<\/p>\n
\n\tIn the dating world, \u2018ghosting\u2019 is when a person you\u2019ve been dating cuts off all communication, with no explanation. You never hear from them again – you\u2019ve been ghosted. It\u2019s a cut-throat tactic, but it\u2019s common enough to have its own name. <\/span><\/p>\n \n\tFor this reason, it\u2019s really important that employers don\u2019t \u2018ghost\u2019 their prospective candidates by not offering interview feedback. It not only robs them of the opportunity to learn how to improve, but it can also have damaging effects on your employer brand.<\/p>\n In the dating world, \u2018ghosting\u2019 is when a person you\u2019ve been dating cuts off all communication, with no explanation. You never hear from them again – you\u2019ve been ghosted. It\u2019s a cut-throat tactic, but it\u2019s common enough to have its own name. For this reason, it\u2019s really important that employers don\u2019t \u2018ghost\u2019 their prospective… Read More »The importance of giving interview feedback to candidates<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14194,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14982","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14982","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14982"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14982\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14194"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14982"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14982"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14982"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
\n\tAccording to a study by LinkedIn<\/a>, candidates are four times more likely to consider your company in the future if you take the time to offer them constructive feedback. And when you\u2019re working with a small talent pool, that\u2019s worth bearing in mind.<\/div>\n\n\t <\/div>\n\n\tEvery company that interviews has an obligation to provide feedback. Here\u2019s how to offer feedback and what that should look like.<\/div>\n\n\t <\/div>\n\n\tWhy feedback?<\/h2>\n
\n\t <\/div>\n\n\tIt’s easy to think about interview feedback as ANOTHER job to go with the 16,000 other things on your to-do list. Sure, it would be nice to give everyone detailed insight into where they went wrong, but if you found the right person, surely your time would be better spent on other things?<\/div>\n\n\t <\/div>\n\n\t“83% of professionals have changed their mind about a role following a negative interview experience.”<\/strong><\/h4>\n
\n\t <\/div>\n\n\tIt’s a convincing argument, but the opposing argument is equally compelling. Not providing feedback can be dangerous. Your brand reputation can be damaged via the rumour mill: people talk, and it doesn\u2019t take long for stories to spread about wasting candidates\u2019 time. Don\u2019t forget how important the interview experience is in creating the first impression of your organisation: 83% of professionals<\/a> have changed their mind about a role following a negative interview experience.<\/div>\n\n\t <\/div>\n\n\tFeedback provides clarity on exactly what employers are looking for. This massively helps recruiters, who are able to then build an understanding of what your ideal candidate looks like, and go find them. Feedback provides them with the detail to add more flesh to the job spec\u2019s bones.<\/div>\n\n\t <\/div>\n\n\t![\"\"](\"https:\/\/d3jh33bzyw1wep.cloudfront.net\/s3\/W1siZiIsIjIwMTgvMTAvMjkvMTUvNDcvMTUvNjkwL2lkZW50aWZpIGdsb2JhbCBOZWlsIENvb2sgY2FzZSBzdHVkeS5wbmciXV0\")
\n\t <\/div>\n\n\tFor candidates, feedback is crucial. It allows them to develop themselves – maybe they realise, through feedback, that they are missing a vital skill set they need to progress. Why have they failed? Was it the fact that their certifications weren’t up to scratch<\/a>, or was it their soft skills<\/a> that let them down?<\/div>\n\n\t <\/div>\n\n\tGiving feedback is a circular process: if the position becomes available again later, they can return and prove that they listened to your feedback and can now demonstrate those skills.<\/div>\n\n\t <\/div>\n\n\tDon\u2019t fall into the trap of thinking their development isn\u2019t your responsibility. They may not be your employee now but think long-term. The talent shortage is real, so why burn your candidate pool, just because they\u2019re not right for you right now? It doesn’t mean they won\u2019t be in the future.<\/div>\n\n\t <\/div>\n\n\tWhat does great feedback look like?<\/h2>\n
\n\tThe three most important qualities of great feedback are: being fair, being objective and being informative.<\/div>\n\n\t <\/div>\n\n\tHopefully, the interview was structured<\/a>, perhaps around the job spec or a certain set of criteria. If so, the feedback can follow that structure too. If the questions related to the criteria in the job spec, the feedback can discuss each of those points and how well the candidate did or did not meet them. Write your response based on their answers rather than your vague feelings about them. And don\u2019t just fall back on \u201cThere was a stronger candidate\u201d. Be informative and specific – articulate your reason as to why this candidate isn\u2019t right:<\/div>\n\n\t <\/div>\n\n\tThat could be measured against competency-based questions or more general questions. For example, you could say, \u201cYou did really well on this competency question, but failed on this technical question, which we could have overlooked, but we had another candidate who answered both in the manner we expected.\u201d<\/div>\n\n\t <\/div>\n\n\tYou\u2019re aiming to provide an overall understanding of where they have fallen down (and therefore what can work on and improve). It shouldn\u2019t focus entirely on negatives – make sure you provide positive examples too, otherwise the candidate may feel the whole interview was bad.<\/div>\n\n\t <\/div>\n\n\tInterviews can be a stressful situation on both sides and nerves can play a huge part for candidates, which recruiters<\/a> can help with. But whatever happens, providing specific, constructive feedback – a solid reason, whatever it is – really helps everyone involved.<\/div>\n\n\t <\/div>\n\n\tFinally, be honest. Being too vague or general can be worse than getting no feedback at all. <\/div>\n\n\t <\/div>\n\n\tWhat are the results of providing great feedback?<\/h2>\n
\n\tWe understand that managers don\u2019t have much spare time, but if you\u2019re interviewing lots of people who aren\u2019t right and therefore not hiring anyone, that isn\u2019t the best use of your time either. It also has a knock-on effect on your other staff – they will be sharing the responsibility of the role that has not been filled, and if they\u2019re feeling overworked and\/or underpaid, they may start to leave too.<\/div>\n\n\t <\/div>\n\n\t“Providing feedback is doing your bit to keep the general ecosystem healthy and flourishing.”<\/strong><\/h4>\n
\n\t <\/div>\n\n\tFinding the time to provide interview feedback is a positive investment for your whole industry – if all managers do it, the talent pool will continue to improve and develop overall. Think of it as a literal pool, if that helps, and providing feedback is doing your bit to keep the general ecosystem healthy and flourishing – rather than stagnating. <\/div>\n\n\t <\/div>\n\n\tIf you are a candidate, don\u2019t let not getting a job dent your confidence – if it\u2019s not provided, politely request feedback and use it as a positive – perhaps you can practise public speaking or ask for more training in your current role, or take an evening class to improve your skills. Don\u2019t be deterred from applying for the role again later.<\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\tWhen 94% of talent<\/a> wants to receive interview feedback, but only 41% actually do, something needs to change. While it may seem time-consuming, getting into the habit of giving unsuccessful candidates constructive feedback is crucial for a healthy employer brand, so that you continue to attract the best talent. And if you set a great example for your sector it will benefit as a whole, creating a sort of virtuous circle – and leaving no candidates haunted by the dream job that could have been.<\/div>\n\n\t <\/div>\n\n\tidentifi Global is candidate-driven, setting bonuses and targets for our staff based on candidate satisfaction, not placement and interview targets. Our Candidate Charter<\/a> is our promise to uphold these standards with every candidate.<\/strong><\/em><\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\tFeatured image credit:<\/strong><\/div>\n\n\t <\/div>\n\n\thttp:\/\/www.freestockphotos.biz\/stockphoto\/1729\u200b<\/a><\/div>\n\n\t <\/div>\n\n\t![\"\"](\"https:\/\/d3jh33bzyw1wep.cloudfront.net\/s3\/W1siZiIsIjIwMTgvMTEvMDIvMTMvNTEvMjUvODE3L2lkZW50aWZpIGdsb2JhbCBuZXcgam9iIHJvbGUucG5nIl1d\")
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