8 Ways to Provide Candidate Feedback
Providing feedback is a difficult balancing act. If you’re not transparent, a candidate may think you’re insincere and unhelpful. Say too much and you could be perceived as overly critical. How do you provide honest and productive feedback? We asked recruitment experts to share their tips.
What are your tips for providing constructive feedback to candidates?
1) Don’t sit on existing feedback from a client regarding a prospective candidate. By keeping the candidate informed, you’ll have a better chance at a continuing trusting relationship. —Gary Fiore, ACG Resources
2) Talk on the phone. Emails about feedback leave room for misunderstandings. The phone allows you to clarify and qualify your feedback with the candidate. —Derek Rose, Strategic Contract Resources
3) Keep in contact even if you don’t have specific details on feedback. Always keep the relationship healthy. —Justin Taylor, Procom
4) Use the sandwich approach. Tell the candidate something positive, give them the negative/constructive feedback, then end with positive feedback. —Donald King, Loop Recruiting
5) Be transparent. Nothing is worse than when the candidate finds out information that you did not disclose. There is always a way to put a positive spin or an encouraging spin on negative feedback. If the candidate is not open to learning from their mistakes, it is going to be difficult to work with them in the future. —Wendy Kennah, Procom
6) Be straightforward and prompt. It only takes a few seconds to respond to emails. —Radhika Arora, Open System Technologies
7) Be proactive. Offer suggestions to improve candidate CVs and interview skills. —Valerie Anderson, Procom
8) Be honest. Honesty is the best policy. Most candidates will appreciate it. —Sam Wan, Procom
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