Delivering interview feedback to unsuccessful candidates is a critical yet often avoided part of the hiring process. It’s time to face the uncomfortable truth: In my experience, many hiring managers and recruiters shy away from giving feedback because they fear confrontation and upsetting candidates. But avoiding feedback does more harm than good.
Why Feedback Matters
Empathetic and clear feedback preserves your organisation’s reputation and helps candidates move forward constructively. Here are some controversial yet necessary points to consider when delivering interview feedback:
Always Give Feedback
Provide feedback to both successful and unsuccessful candidates, whether it’s a week or six weeks after the interview. Effective feedback supports a candidate’s development and future interviews while enhancing your employer brand. Many managers shy away from this because they don’t know how to communicate and discuss negative performance. This avoidance can damage your reputation and discourage candidates from reapplying.
Timing Is Crucial
Wait at least a week after communicating the selection process outcome. This allows candidates to process the emotions associated with the outcome, facilitating a more productive and objective feedback meeting. Immediate feedback can come off as insensitive and rushed, further upsetting the candidate.
Plan the feedback
Specific reasons for poor performance at interview must be communicated delicately. Whether a candidate presented themselves unfavorably or whether there were sensitive issues around under performance, planning your feedback ensures it is constructive and helps them in future interviews. Failure to plan can result in feedback that feels personal and damaging.
Comprehensive review
Discuss what went well, what could have been better, and provide objective recommendations. This holistic approach shows candidates that you value their effort and are invested in their growth. Ignoring positive aspects can make the feedback seem overly critical and discouraging.
De-personalize the feedback
Use language that focuses on the interview performance, not the person. Statements like “we were looking for stronger evidence of…” are far more constructive than “you didn’t answer the question properly.” Feedback that comes across as personal attacks may impact on a candidate’s confidence and be damaging to your employer brand.
Show respect and encourage future applications
Always thank candidates for their time and interest. If you see potential, encourage them to apply for future positions. This not only shows respect but also keeps the door open for future talent.
Handling interview feedback with care not only enhances your employer brand but also builds your reputation as a fair and considerate employer. It’s time to confront these uncomfortable truths and improve the hiring process for everyone involved.
Stay tuned for more insightful discussions in our “Let’s Talk About the Elephant in the Room” series!
