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Is lack of interview feedback damaging your employer brand?

Is lack of interview feedback damaging your employer brand?

Giving feedback to unsuccessful applicants is one of the most important elements of the job application or interview process and yet remains one which is all too often dismissed or handled insensitively. 

Not receiving feedback following the interview process is in my experience, the most frustrating and biggest challenge faced by those seeking new employment. Those who don’t receive it after a lengthy interview process will not be shy in telling others if the employer didn’t bother coming back to them.

Why is it important?

Put yourself in their shoes for one moment. I’m sure you’ve been in this position yourself. 

By offering constructive feedback it allows your applicant to move on and concentrate their energy in investing in other opportunities versus hanging on wondering why they haven’t heard anything. By doing so, you provide a useful constructive platform for that candidate to make improvements for their next interview and inadvertently help them secure their next role – invaluable!

By nature people report on their negative experiences far more often than the positives. If you don’t consider the time and effort someone seeking new employment has put into researching your company, taking time off and attending your interview process they will be sure to speak ill of your brand if you don’t manage their feedback appropriately.

Thanking someone for their time and  constructively providing feedback you could create an ambassador of your brand. That previous applicant may speak favourably of your organisation even if they were unsuccessful. 

How to approach giving feedback

Here’s my 3 points to consider:

  1. Take comprehensive notes during the interview process and use them to explain how the candidate could expand their next answer or provide more detail. Use specific examples from your notes to illustrate what would work well next time.
  2. Acknowledge the areas where the candidate performed but don’t be afraid to be honest around the areas where they didn’t demonstrate the right skills.
  3. Thank the applicant for their time and interest in your vacancy, you cant be sure how many blocks they may have moved to make your meeting and research your company. Never underestimate the value of being courteous. 

For more advice on how to manage the recruitment process visit our Insights area for support advice. 

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