They’ve prepped, practiced, and presented their best selves. You’ve carefully evaluated their qualifications and fit. Now, the interview is over. But the candidate’s journey with your company isn’t quite finished. In today’s competitive job market, providing thoughtful interview feedback is no longer a courtesy – it’s a necessity. Fostering a positive candidate experience at every stage of the hiring process is crucial for success. Let’s explore why interview feedback is important, how to deliver it effectively, and why a clear “no” is always better than radio silence. Radio silence is perceived as ghosting by the candidates.
What is Ghosting?
Ghosting refers to the practice of suddenly ceasing all communication with a job candidate after an interview. This means the candidate never receives any updates about their application, not even a rejection notice. It can be frustrating and leave a bad taste in the mouth of candidates who invested time and effort in the interview process.
Why Feedback Matters:
Imagine pouring hours into an interview, only to be left hanging with no response. It’s frustrating, disrespectful, and leaves the candidate feeling undervalued. Conversely, receiving constructive feedback demonstrates your professionalism and commitment to a positive candidate experience. Here’s how it benefits everyone involved:
For Candidates: Feedback provides valuable insights into their interview performance. They can learn from their strengths and weaknesses, and refine their approach for future opportunities.
For Your Company: Feedback allows you to refine your interview process and identify areas for improvement. It also strengthens your employer brand by showing that you value candidates’ time and effort.
The Art of Feedback:
So, how do you deliver constructive feedback effectively? Here are some key pointers:
Be Timely: Aim to provide feedback within a reasonable time frame after the interview, ideally within a week. The sooner the better, as it allows the candidate to retain the details of their interview.
Be Specific: Don’t offer generic platitudes. Highlight specific areas where the candidate excelled, and offer constructive criticism on areas for improvement.
Focus on Actionable Advice: Go beyond simply pointing out weaknesses. Offer suggestions for how the candidate can address those areas in future interviews.
Be Respectful: Even if you’re delivering a negative message, maintain a professional and courteous tone.
A Clear “No” is Better Than Silence:
We understand that delivering a rejection can feel uncomfortable. However, ghosting a candidate is far worse. A clear “no” with some feedback demonstrates respect for their time and effort. Remember, today’s rejected candidate could be a potential future applicant or a valuable referral source.
Investing in the Future:
When you prioritize interview feedback, you’re not just shaping a positive candidate experience – you’re shaping your company’s reputation as a thoughtful and respectful employer. At The Squires Group, we believe in building lasting relationships with both our clients and the talent we connect with.
Ready to build a strong employer brand and attract top talent? Contact The Squires Group today. We can help you craft a winning interview process that leaves a positive impression on every candidate.
