Candidate, May the Feedback Be With You

Candidate, May the Feedback Be With You Interviewing  for a new job is a stressful process; one that requires multitasking, concentration  and commitment. It is also  like a long and drawn-out battle; competitive and full of causalities. Candidates have to storm past other troopers and directly face off to hiring managers who  put them through their paces, testing their suitability and stamina  over  a number of battle rounds. The weak ones drop off quickly; the strong ones  hang on for as long as they can until one of them finally bags the role of their dreams. It  really boggles my mind when applicants are invited to interview, give it their best shot and then  just never hear back, so have to assume they were unsuccessful.  Given how much time and effort goes into preparation and attendance, candidates shouldnt  have to accept that no news is bad news. Recruiters are very strapped for time, working  long hours to complete a workload which can never, ever be completely done there is always more to  do! Its probably a bit unrealistic to expect recruiters to relay in-depth client feedback to every single applicant whos CV they have sent to a job,  but surely every candidate who is met and mentored  to interview  deserves to know how theyve performed, regardless of whether theyve been invited back. Are you guilty of neglecting unsuccessful interviewees? Heres why you really need to start opening up on the  feedback front: Youll shoot yourself  in the foot if you dont As a recruiter, your candidate network is everything. Its  the product you sell to your clients. If  your candidates have a bad experience with you and feel you have left  them in the dark, they wont want to work with you again. Just because they werent right for  this  role, doesnt mean they arent perfect for your next one, so its best to avoid  burning  bridges in your own backyard. If candidates feel frustrated and are left to wonder where they went wrong, why would they recommend you to their peers?  They wouldnt.  Their colleague could be your next placement, but you wont know because  youll never be referred to them. The flow on effect of this is huge if you dont represent a diverse pool of the best candidates in the market, why would clients choose  your  business? Id rather get negative feedback than nothing allRecruiter say something anything mandi china (@MandisaMpofu) March 9, 2016 Your clients will  take you more seriously Speaking of clients, providing feedback to candidates following an interview forces you to ask more questions of hiring managers  and HR partners.  Your clients will learn that you are thorough and consultative, not just a robot firing CVs into black holes.  Talking to clients about feedback will also give you an opportunity to ask how the whole recruitment process is coming along t00; whether there are many others in the running from other agencies, where they are struggling and whether there have been any vital changes made to the original brief you were given. It goes without saying that you would let candidates  know when they have been successful. Joy! Instead of just taking the good news and delivering it, asking  your clients why they have been successful is important too. Your new star candidate might have areas that need improving before the next round of interviews. #Hiring Managers..be specific with your #Recruiters about feedback after an #interview. Theyre great! doesnt say much. Be specific. East Side Staffing (@EastSideStaff) November 11, 2015 Youre more likely to place with a  client Learning the ins and outs of how your candidate interviewed, where they went wrong and where they were impressive is extremely valuable information for you. The next time you have someone interview with that client, or for that specific role, you will have a wealth of advice to offer them. Finding out that your  unsuccessful candidates ultimate undoing was  failing to answer X properly  will  allow you to give your next candidate the heads up before they go in. Youll also learn what types of personalities and personal attributes a particular client prefers from their interviewees. Youll learn about different interview styles and techniques, too. As a recruiter, you want to equip yourself with as many tools as possible to help your candidates get roles with your clients,  and knowledge is power here! Youll sleep better at night In recruitment, putting someone out of their misery is simply the right thing to do.  Its never fun to be the bearer of bad news, but you should find some comfort in the fact that it wasnt you who rejected the candidate, youre just the messenger (so dont shoot).  As long as you deliver the feedback in a very constructive way, you are benefiting that person by offering them ways to improve and points they can work on moving forward. Frustrated with recruiters lack of moral fibre. If you send someone to an interview you provide feedback, basics. Simon Drury (@Simondrury1) October 7, 2015 Frustrated candidates who are being kept in the dark also tend to chase you constantly by emailing and phoning you at your desk, and can end up turning into a game of hide and seek where you dont want to take their call. Biting the bullet and letting them know they were unsuccessful will save you time in the long run.  To  you they may really just represent a deal that dropped off and killed your chance at making the high achievers trip. However to them, you represented their dream role, their livelihood and their whole career. Candidates, may the feedback be with you. Image: Shutterstock