5 Reasons to Feedback after Interview

Research has found that 83% of candidates interviewed directly by the employer, claim that they have never received any feedback following an interview. This might be due to a worry by the employer over potential legal risks if they give feedback in the wrong way, or they might be concerned about causing offense.  However, not only does feedback aid the candidate’s future job search, it can also provide a positive spin / image for the organization.

Here are the top five reasons why you are encouraged to give feedback after every interview:

  1. A PR opportunity

Word of mouth and personal recommendations are some of the most effective marketing tools for an employer’s brand. As unbiased candidates share positive recruitment experiences – regardless of whether or not they were successful in securing the role – clients could attract even more applicants for future positions.

On the flip side, instances of individuals using a public platform to air grievances about an organisation are increasingly common. If a candidate is left in the dark, organisations risk having to field negative comments on social media, which can be extremely damaging to a brand.

  1. Candidate courtesy

We all know how much time it takes to prepare for interviews, in addition to any tasks or tests that the organisation may require you to complete. It is important that this is recognised and that the candidate is thanked for the time they spent on the application process, because these individuals are already investing in the role. This will also help to boost the client’s reputation. Sharing constructive feedback following any tests is advisable, although overly negative comments could have an adverse effect.

  1. Repeat jobseekers

Candidates might miss out on a role because they lack certain skills or experience in a particular area. However, with a few more years’ work experience they could be a perfect fit. If you offer constructive feedback, it is likely that a candidate will return when they have acquired the requisite skills, securing the employer a tailor-made future employee.

  1. Economic boost

As well as having a positive impact on the individual organisation, feedback will eventually lead to a better-equipped labour market. High calibre candidates will generally be easier to come by if individuals know where their strengths lie and the areas in which they need to improve. As a result, future hiring for all employers may become significantly more efficient.

  1. It’s not time-consuming

Many clients say they lack the time to provide detailed feedback following an interview, but it needn’t be as burdensome as they expect. Notes are often taken during interviews and then circulated. These can be easily repurposed for the interviewee, ensuring that the comments are constructive. Failing that, a quick call with your recruiter can easily be translated into constructive and considered feedback on their behalf!

Adapted by article written by: David Morel,  CEO/Founder of Tiger Recruitment, one of London’s leading secretarial/administrative recruitment agencies.

2 thoughts on “5 Reasons to Feedback after Interview

  1. It is not normal to get feedback after an interview, I can understand that there were too many applicants. One seldom get a “regret” letter these days.

    1. Frankly I think it is unacceptable to not provide feedback to a candidate after they have interviewed with either a recruiter or with a hiring manager. It takes a fraction of time to send even a generic regret letter.

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