The interview process is a crucial step in shaping an organization's future. It's not just about finding the right candidate; it's also about nurturing a culture of respect and growth. As someone who has walked the path of both job seeker and job provider, I've witnessed the transformative power of feedback in this journey.
My Perspective As A Job-Seeker
Recently, I found myself in the role of a job seeker, invited to develop a business curriculum for a university. The initial interviews went well, and I eagerly accepted their request to create a mock lesson for their students. Crafting this lesson required time and effort, akin to a freelance project. After submitting the lesson and engaging in discussions with the university team, silence followed. It's a scenario that might resonate with many creatives, who have been asked to invest time and creativity in interviews, only to be met with radio silence afterward.
Why The Need for Post-Interview Feedback?
In reflecting on my experience, I couldn't help but think about the importance of feedback in such situations. If companies request substantial preparation for interviews, there should be a corresponding commitment to providing feedback to candidates who might not be the right fit for the role. Doing so not only shows respect for the candidates' invested efforts but also dispels any suspicions regarding the intent of the hiring process. It's a step that can prevent misunderstandings and social media rants (we occasionally come across) while fostering a culture of transparency.
My Perspective As Job Provider
Drawing from my own experiences as the founder of 72 Smalldive, I understand that providing feedback to every candidate can be a logistical challenge. However, I've also come to realize the value of structuring feedback differently based on the stages at which candidates are often neglected. During my hiring process, for candidates who have demonstrated genuine effort in their applications, I would ensure offering a brief feedback session. For others, a simple checkbox system, outlining key reasons for non-selection, which then triggers a automated email with the relevant feedback makes the hiring process a lot more personal and humanistic.
Balancing Time and Ethos
There's no denying that allocating time for eliminated candidates can be challenging. Yet, it's essential to recognize that the job application process is a reflection of a company's ethos. Providing feedback not only enhances the human capital pool but also sets a company apart in a competitive job market. After all, the candidate you didn't hire today might find themselves in a position to influence your organization's future, be it as a collaborator, supplier, or even a future employee.
Providing feedback to job candidates after interviews is not only a courteous gesture but also a strategic move that enhances your organization's reputation and contributes to the personal and professional growth of candidates. To conclude, here are 5 key considerations when developing a post interview feedback process:
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Respect and Professionalism: Offering feedback demonstrates respect for the candidate's effort and time invested in the interview process. Regardless of the outcome, candidates appreciate constructive insights to help them improve their future prospects.
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Enhancing Employer Brand: Candidates share their experiences with others, and providing feedback, even if it's a rejection, leaves a positive impression. This can bolster your organization's reputation as a respectful and considerate employer.
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Encouraging Growth: Constructive feedback equips candidates with insights to enhance their skills and interview techniques. This empowers them to grow professionally and make a stronger impression in their future endeavors.
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Personalized Insights: Tailored feedback highlights a candidate's strengths and areas for improvement. This demonstrates that your organization values individual growth and development.
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Feedback Delivery: Timely feedback is essential. Notify candidates promptly about the outcome and provide detailed feedback that focuses on their performance during the interview. Be specific and offer actionable suggestions for improvement.