Candidate Feedback Definition
Feedback is generally understood to mean input from another person, and this serves to improve self-assessment through external perception. First and foremost, feedback should be objective, neutral, and free of interpretations and generalizations. The more specific, the more likely that other people can benefit from it.
One can generally define two directions of candidate feedback: Giving feedback to candidates and soliciting input from candidates. Some important do’s, and don’ts should be kept in mind.
Giving feedback to candidates
Candidates are very grateful for feedback, regardless of whether you hire them. Depending on whether you have had a face-to-face interview with candidates or are already rejecting them after pre-selection, you should define how detailed the feedback should be. A telephone feedback interview is best to work through all the points and allow candidates to ask questions. However, there are some points you should keep in mind regarding constructive feedback. Try incorporating the following tips into your feedback to add the most value for candidates.
Tips for giving feedback interview successfull candidate
- Objectivity: Only objective feedback helps the other side. Any subjective evaluations are inadequate because they happen on a personal level. The other person should not feel that they have to defend themselves. Subjective assessments usually add little or no value to the other person. Therefore, formulate your feedback neutrally, value-free, and objectively.
- Avoid generalizations: The more specific feedback is formulated, the more benefit the other party can derive from it. Be clear and, ideally, back up your statements with examples.
- Take the necessary time: There is power in calm. Take time to draft and deliver the feedback. Otherwise, you may forget important points.
- Provide an overview: Before giving feedback to someone, try to consider all the aspects you are aware of. Also, refer only to points you can comment on.
- Timely feedback: If you are asked to give feedback, be careful about timing. Don’t allow too much time to elapse, or you may forget important points.
- Balance strengths and weaknesses: Not all feedback can be exclusively positive. However, even if the input is negative, you should address the other side’s forces.
- Openness to feedback: Be prepared for questions to follow your feedback. Often people want to understand better what was said. If you have additionally noted examples to accompany your input, be sure to bring them up at this point at the latest to build understanding.
- Point out possible behaviors: Show the other person new perspectives and alternatives to give constructive feedback.
- Be prepared: Take adequate time when formulating your feedback. Think of examples, suggestions, possible questions, and feedback. You don’t have to worry about saying something rash with sufficient preparation.
Soliciting candidate feedback
Getting feedback from candidates is not yet very widespread. However, this should change shortly because it benefits companies and candidates. Many companies underestimate the added value that comes from this extra effort. After all, allowing candidates to provide feedback can significantly help you streamline the application process and boost your corporate image. It shows that you are striving to improve and value candidates’ opinions.
It is essential to wait for the right time to ask for feedback. If you ask for non-anonymous feedback immediately after an interview, candidates may embellish their feedback to improve their chances of being hired. Also, to get the most objective feedback possible, don’t interview only candidates you’ve offered a job to and those you’ve had to turn down for whatever reason.
There are several ways to solicit feedback from candidates. While various vendors allow online surveys, you could also gather input over the phone or in a face-to-face interview. Depending on the number of candidates, you should try to find the best option for your company. Through constructive criticism, you can minimize weaknesses and build on strengths.
Tips for gathering feedback
- Evaluation: Before collecting feedback from candidates, you should think about the assessment in advance. Think about how you want to use the feedback and adapt the question format accordingly.
- Wait for the right time: Do not ask candidates for feedback during the application phase, as this may be spoiled. For example, candidates may hope to have a better chance of landing the job if they provide positive feedback.
- Choose proper feedback method: Tailor questions to specific candidate audiences and the application process being used. In some cases, in-person feedback lends itself well; in others, an anonymous option may be more appropriate.
- Follow up: Don’t be afraid to follow up with applicants if you receive unclear or incomprehensible feedback. Constructive feedback should be backed up with examples. Motivate candidates to provide concrete examples. This way, you can be sure that negative feedback, in particular, was not just written out of emotion but that the process was actually perceived as deficient.
- Say thank you: whether in an online tool or in person, a brief thank you for the time spent not only shows that you received the feedback but also that you cared.
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