As an agency we act as "middle men," and as such our reputation is often affected by our inability to provide feedback to candidates either at CV shortlist stage or - even more importantly - post-interview stage.
We understand it can be time consuming, often difficult to track & can be lost in translation. However, with 39% of the 1,600 Job Seekers interviewed by SHL citing a lack of feedback as the reason for being put off a particular business or brand, the below are some 'top tips' for providing that incredibly valuable feedback:
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The aim of giving feedback is about being factual and helpful.
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Try to be constructive, but honest. Keep clear, unbiased notes from the interview process –as you are writing your notes highlight ‘feedback areas’as you go through the interview.
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Stick to 3 main areas & elaborate on these –you don’t need to provide a huge amount of dialogue, just quick and concise.
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Provide the feedback as soon as you can so it’s fresh in your mind, either on e-mail or on the phone or go & speak to your HR/ Recruitment Manager immediately so they can pass on the feedback.
Here's an example of some quick but effective feedback:
“Concerns re package. Also I think she’s/he’s over qualified for this role I'm concerned she/he would be frustrated by the lack of autonomy at the level of this position. I think she/he should be pushing herself/herself more towards Client Services roles given her/his achievements. All considered this one is a decline please.”
Ultimately, providing positive feedback helps to soften the disappointment of not being selected for the role, presents a positive image of you and your company, and also shows that your recruitment and selection process is fair, honest and open.
Our brand is our success - make sure yours is too!