It is uncommon for employers to supply rejected candidates with details about why they were not hired for the position. Even though it is unusual, unsuccessful job candidates may still opt to ask for your feedback. As job searchers, they are hungry for information that would help them bolster their skills and interaction in an interview setting.
Providing them with constructive criticism maintains the reputation of your organization just as well. 52% of the candidates who received feedback are more likely to increase their relationship again with an employer; they may want to apply again, refer a co-candidate, or make purchases. It’s a win-win situation!
Keep in mind that your feedback must be constructive, honest, and must be done with respect. These tips will help you provide effective feedback following an interview.
1. Construct your response
It is important that you start with the candidate’s positive qualities which will act as a buffer for the constructive criticism that you may have. Let them know that you enjoyed meeting and getting to know them. Then you can transition to the constructive part. Keep the feedback factual and focus only on the aspects that they can change. Thank them for their interest and time. Encourage them to stay in touch if you think they have the potential to improve and land on a position in the organization.
2. Be honest and treat your candidate with respect
Your candidate needs to hear what you truly think about the interview. Don’t hide your feedback in a feedback sandwich by trivializing or minimizing your honest opinions. Are they lacking confidence or did they not convey enough passion? Be vocal about it while being respectful and mindful of their feelings.
3. Coordinate your feedback with the job description for the position
Encourage improvement on the candidate’s part by giving a concrete assessment. It must be related to the job description that you created for the position so that the candidate would be able to prepare for their next job interview of the same position.
4. Restrict your feedback with criticisms they can change
Your response should include the skills they can improve in order to successfully get the job the next time they apply. For example, suggest the areas that they need to pay attention to where they can acquire enough experience through seminars or online courses. Tell the candidate that they did not do well in highlighting their skills and experience so that they can work on it for their next shot.
5. Avoid personal feelings
As an employer, your first impression or sixth sense about the person may influence your judgment. Keep these feelings to yourself and do not mention it in your rejection letter. This can be considered as a biased view and may be subject to legal issues.
6. Consider it as a genuine act of kindness
Giving feedback to unsuccessful candidates is not your obligation. However, it would be better if you do so as it would encourage them to improve their chance of getting a job offer. Make sure that you do it with genuineness and sincerity.
7. Keep it factual
As much as possible, try not to offer responses that are based on opinions and personal feelings. Comments like those might spark arguments and controversy. Always maintain professionalism even if the candidate is showing red flags that show how they are not fit for the organization.
8. Tell the candidate how they did on the test
If a grammatical test or any type of test is part of the job application, tell the candidate how they did on the test. Mention the areas where they failed and how the lack thereof can still be improved by fervent learning.
The bottom line is to give constructive feedback while observing respect and professionalism. You can supply them with feedback based on your sense of how they will likely react based on your experience of their candidacy. Detail your response with solid points and helpful suggestions instead of relying solely on your feelings and assumptions.
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