Introduction

Before you begin

Cast your mind back to when you’ve been interviewed; the prep, the agonising, the long-winded process, and all to be left high and dry?

Candidate feedback isn’t just for your applicants to understand their strengths and weaknesses, it’s important for maintaining a strong employer brand.

52% of candidates who receive feedback are more likely to continue their relationship with the company.

Only 7% of candidates receive a phone call from a recruiter or hiring manager about a rejection.

Be prepared

Make sure you collate feedback from everyone involved in the process and ensure the opinion of everyone is included in the feedback loop.

Choose your delivery

Teams, email, phone call – carrier pigeon, whichever you pick, just make sure you deliver it, and in a timely manner!

Be positive

Remember with your unsuccessful candidates wholly negative feedback could knock their confidence, start with the positives and be constructive from there.

Be specific

Be specific and provide concrete examples. It’s this that your candidates will take forward, either into their role with you, or into the next interview process.