As a hiring manager, do you provide interview feedback to candidates? Do you think it’s necessary to tell how candidates did even when they’re not qualified for the position? Would you spend time to help rejected candidates on Jobstreet Singapore improve?
Most people think giving interview feedback is a waste of time, but it pays off in the long term. It will provide a positive candidate experience and improve your employer brand as it shows that you care.
Are you convinced it’s a good idea now? Here are some dos and don’ts when it comes to giving interview feedback:
DO be helpful with your feedback
Feedback to candidates should be meaningful and uncondescending. The purpose of giving feedback is to help them to improve, so think specifically what they can change from the interview with you and provide directions. If a candidate takes your advice and improves himself, it will give you reasons to hire them in the future too.
DO praise when you can
Candidates may feel miserable after rejection, so if you spot any good traits during the interview, don’t hesitate to say it. Positive feedback isn’t just about softening the blow, it tells candidates what they did well and that they should keep it up with it.
Candidates know there are better candidates when they don’t get hired, so there’s no need to tell them, especially if they went through a group interview. Instead of telling them how other candidates are better, focus on telling them how they can improve.
DON’T raise false hopes
Most recruiters wouldn’t even consider giving back interview feedback given how busy everyone is, but there is nothing but positive impacts if you do keep up with it.
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