It is no secret that the interview is one of the most stressful parts of a job search. One of the burning topics, in this case, is feedback from recruiters. The most grievous sin, in which the accused would be the recruiter, is silence after reviewing a CV and/or after the conduction of an interview. How does a candidate view a situation when at the end of the interview, the recruiter promises to call back and doesn’t? Less than pleasantly, to say the least.
Every recruiter has an overwhelming workload — there is always more work to be done! It’s probably too optimistic to expect every recruiter to be able to give a detailed response to every candidate who sent in a CV. On the other hand, each candidate who has been interviewed has the right to know how they’ve performed, whether they get the job or not.
So, here is why you really need to provide feedback to your candidates:
You will shoot yourself in the foot if you don’t.
For you, as a recruiter, the candidate network is vitally important. It’s a product that you sell to your customers. If your candidate feels frustrated after not getting feedback from you, they simply would not want to work with you again. Just because they did not fit for the job does not mean that they are not ideal for the next one, so it is best to avoid burning bridges. If candidates are frustrated and could only wonder about what exactly went wrong, they just would not recommend you to their friends and colleagues. One thing leads to another, and if you do not represent an extensive pool of the best candidates, why should customers choose you?
Your clients will see you from a different perspective. To provide competent feedback to candidates after the interview, you will have to ask your client more questions. Your customers will see that you’re working diligently and are really investing in the process and that you are not just a robot, which performs certain functions for “plugging holes”. It stands to reason you will let your candidate know when he/she has successfully passed the interview stage. But it is also important not to simply provide the good news, but also to ask the client why it went well. This information can be very useful for your candidate to prepare for the next round of job talk.
You will learn more about your client. After reviewing the details of the interview, where it went wrong, and where there were excellent results, you can get rich information. The next time you provide a candidate for this customer or for that particular role, you will already have the information and will be able to offer a variety of suitable options.
Learning, for example, what question your candidate could not answer properly, you will be able to advise your next candidate before the interview. You could learn what personal characteristics your customer expects from the interviewees. You will come to know about the interview style which this client uses. And all of this will help your candidates to be interviewed successfully. Because knowledge is power!
You will have your mind secure. In recruiting, to help somebody who is in troubled waters is the right thing to do. It is understandable that it is unpleasant to be the bearer of bad news, and in such situation, it is important to remember it is not you who rejected the candidacy, you are just a messenger. As long as you provide constructive feedback, you bring the mileage for the person, showing what they can improve and be offering them ways how to do it.