Who and what to provide feedback in recruitment?
Feedback can be divided into several categories. The first is feedback for rejected candidates. This is an important element as it can influence their perception of the company and future career decisions. Offering detailed feedback allows job seekers to understand what to do better in the future and helps them improve their candidate profile.
Feedback on the recruitment process and for employees
The second category of feedback is the one that concerns the recruitment process itself. This is a message for recruiters and others involved in the hiring process. Such an assessment can help identify areas for improvement in the recruitment process. This may be, for example, the length of the recruitment process, what criteria we use when selecting candidates and whether the process was too formal or perhaps too loose.
The third category of feedback is the one that concerns employed candidates. An opinion for employed specialists will give them knowledge of what factors contributed to their success and will support them in their further career. This can be especially important for new employees who need support and feedback to achieve their goals in their new role.
How to give feedback in recruitment?
- Be specific and detailed. When giving feedback, make sure it is specific and relates directly to the candidate’s skills and experience. Avoid generalities and statements that have no basis in reality. It is important that feedback is clear and supported by examples. Candidates should receive feedback to help them develop professionally and better prepare for future interviews.
- Keep a positive attitude. Recruitment feedback should be constructive, not critical. Pay attention to the candidate’s strengths and highlight what he did well. Don’t just focus on mistakes. Of course, if you see areas where the candidate needs improvement, say so, but always keep a positive attitude.
- Be honest. Feedback must be honest and factual. Avoid saying something that isn’t true just to avoid offending the candidate. Of course, when giving feedback, especially those regarding minuses, it is worth remaining gentle.
- Suggest an action plan. If you have tips for the candidate on how to improve their skills, please share them. Tell him what actions he can take to develop and what to do to achieve success.
- Remember about the culture of the organization. Feedback should be consistent with the values and culture of the organization. Remember that every company wants candidates who match their work style and mindset.
- Be punctual. One of the most important aspects of feedback in recruitment is its timeliness. Candidates want to know as soon as possible whether they have been qualified for the next stage of recruitment or whether other specialists have been selected. A quick response is also very important because the people we interview often apply for many positions at the same time and expect quick feedback from each company to be able to make the best decision for them.
- Be flexible. Remember that everyone is different and has individual needs. Tailor your approach and guidance to the specific candidate as much as possible. Often, a small change is enough to help the candidate understand what they can do better.
- Personalize your feedback. Candidates want to know that the company has taken the time to thoroughly review their applications and that their individual skills and experiences have been taken into account. Personalized feedback can help build long-term relationships with candidates and allow them to better understand the company’s organizational culture.
Why is feedback so important in the recruitment process?
First, it ensures transparency and fairness in the recruitment process. Candidates receiving detailed feedback know that their applications have been considered and that the company is interested in their development. Secondly, feedback helps identify areas that need to be improved in the recruitment process, leading to better selection of candidates.
How does feedback work at Master Care? This question was answered by Paulina Berczak – Recruitment Manager: “As soon as I take part in the recruitment process, I make sure that each candidate receives all the most important information, is up to date with the recruitment process, and above all, that the offer is actually tailored to his needs. We don’t like wasting our candidates’ or clients’ time.