Interview Feedback- The HolyGrail of Candidate Experience

Job interviews are a critical stage in the hiring process, providing candidates with the opportunity to showcase their skills, experience, and character to potential employers. However, many candidates report receiving little or no feedback following their interview. This lack of communication can be frustrating and disheartening, particularly when candidates have invested significant time and effort preparing for the interview. Shockingly, LinkedIn reports that 94% of job seekers want to receive interview feedback, but only 41% have ever received it. This disconnect highlights the significant gap between what job seekers desire and what organizations are providing.

Employers must take responsibility for their communication shortcomings. Providing interview feedback is the holy grail of candidate experience and must be prioritized. Here are a few reasons why:

  1. It Demonstrates Respect for Candidates

Candidates devote their time and energy to interview preparation, and providing feedback on their performance displays gratitude for their efforts. By providing constructive criticism, employers demonstrate that they value candidates’ time and effort, which is a basic courtesy that every candidate deserves.

  1. It Helps Candidates Improve

Feedback is a valuable resource that provides candidates with essential information about what they did well and what areas require improvement. This feedback is crucial to candidates’ growth and development and can assist them in performing better in future interviews and throughout their careers.

  1. It Enhances Your Employer Brand

According to Lever, talent is four times more likely to consider your company in the future if you provide constructive feedback. Offering feedback to candidates is a simple but powerful method to enhance your employer brand. It demonstrates that your organization is transparent, communicative, and prioritizes the candidate’s experience. This can positively impact your company’s reputation and attract top talent.

  1. It Is the Ethical Choice

Finally, providing interview feedback is simply the right thing to do. Candidates are not commodities but individuals who deserve to be treated with respect and dignity. By providing feedback, you demonstrate that you value candidates as individuals and not just potential employees.

Practical Steps to Improve Your Candidate Feedback Mechanisms

  1. Communicate the Interview Process Clearly

From the initial discussion with candidates, outline all the steps they should expect during the interview process. According to research, 52% of candidates report a positive experience when recruiters inform them of the steps needed after the interview.

  1. Maintain Regular Dispositioning

As recruiters, we often focus on successful or advancing candidates and neglect to disposition candidates in the application bins. As a general rule, establish timelines for how long candidates should remain in each bin and ensure that unsuccessful candidates receive feedback within the specified timeframe.

  1. Create Time for One-on-One Feedback Sessions

According to Brazen, the satisfaction rate of candidates increases by 15% when recruiters or hiring managers provide them with specific feedback on their job fit and by 20% when they provide feedback on the assessment candidates performed. Take time to chat with the finalists and provide constructive feedback.

Employers must prioritize interview feedback. It is a small but crucial step towards improving the candidate experience, enhancing your employer brand, and demonstrating that you value people, not just profit. The next time you conduct an interview, be sure to provide feedback. Your candidates will appreciate it, and it will bring you one step closer to finding the ideal employee.

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