Why providing feedback to every interview candidate matters (and our best practices)

Providing feedback to candidates after interviews is a crucial element of the hiring process. It benefits not only the candidates but also the employers and the overall company reputation. It is a small investment of time that can yield significant returns in terms of candidate experience, employer branding and overall recruitment effectiveness.

Here are 4 reasons why you should be following up with candidates who haven’t been selected for the role, and our best practices for providing that feedback:

1. Quality candidate experience

• Respect and courtesy: Giving feedback demonstrates respect for a candidate’s time and effort. It shows that the company values their interest.
• Positive impression: Even if a candidate is not selected, positive feedback can leave them with a favorable impression of the company, making them more likely to apply again in the future or recommend the company to others.

2. Employer branding

• Reputation management: Companies known for providing constructive feedback are often viewed more favorably in the job market. This can enhance the company’s reputation and make it more attractive to top talent.
• Differentiation: In competitive industries, being known for thoughtful feedback can differentiate a company from its competitors.

3. Talent pool development

• Future opportunities: Providing feedback can keep the door open for future opportunities. Candidates can improve based on feedback and be a better fit for future roles.
• Referrals: Candidates who have a positive experience may refer other qualified candidates to the company.

4. Building relationships

• Networking: Providing feedback helps in building professional relationships which can be beneficial in the long term for both the candidate and the company.
• Industry reputation: Especially in niche industries, maintaining good relationships with candidates can enhance the company’s standing within the professional community.
  

Best practices for providing feedback:

• Timely: Provide feedback as soon as possible after the interview to ensure your takeaways are fresh, relevant and useful.
• Specific: Offer specific examples and actionable suggestions rather than vague comments. This helps candidates understand exactly what they did well and where they can improve.
• Balanced: Highlight both strengths and areas for improvement to provide a holistic perspective.
• Respectful: Ensure feedback is delivered respectfully and constructively to avoid discouraging the candidate.
• Confidential: Keep feedback between you and the candidate confidential in order to respect their privacy.

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