How To Give Feedback To An Unsuccessful Candidate

How To Give Feedback To An Unsuccessful Candidate Facebook5TweetLinkedInPinEmailShares5 Candidate feedback is vital for maintaining a good employer and candidate relationship right up until the end of the hiring process. Providing feedback that is generic  is no help to the candidate and not replying at all â€" is even worse! Candidates appreciate constructive and informative  feedback that will help them in their next interview. Be honest Candidates are used to hearing the same thing unfortunately  you have been unsuccessful as there was another candidate who we felt had more experience.   Whilst in some cases this is true, you can elaborate  and recommend  areas of improvement they can work on in order to be successful in future interviews. If you thought their  interest and passion for the potential job role didnt shine through in the interview â€" then tell them! This is far more valuable than generic answers that dont provide constructive  criticism. Be prepared The best way to provide beneficial  feedback is to make sure you have the notes to do so. Many employers and hiring managers fail to provide feedback because they simply do not have the resources to justify their reasons for not hiring the candidate. This is why its important to take notes during or after the interview. Mention their strengths Feedback can be hard to hear. The unsuccessful candidate has just found out they didnt get the job and explaining the reason why they didnt get it is bound to cause disappointment. However, including the candidates strengths and areas where you thought they  did well, is a great confidence boost. Keep it friendly Receiving a job rejection is never a pleasant  experience  for anyone. So Answer their questions Once you have sent the requested feedback, the candidate  may have additional questions. They might not agree with the things you have said or they may require more clarity on your reasonings. Its polite to reply and ensure their questions are met with a helpful response. If the candidate still isnt satisfied, you could arrange a quick phone call to talk more in-depth about their interview performance. Continue the relationship Often employers tell the candidate  theyll keep their details on file but more often than not this commonly overused phrase that doesnt have a lot of truth behind it. However, if youre serious, ask for the candidates permission (consent it key with upcoming GDPR regulations!) to store their data for 6-12 months or until they continue with their job search. So when a new role does arise, they can be the first point of contact for the new opportunity. Let us know your thoughts in the comments below or on Twitter @BubbleJobs