So in this blog we look at post video interview feedback. You have found the right person for the job during your selection process – but what about those who weren’t successful this time? How can you help them for future job applications and offer them insight into why they weren’t the right fit for the job this time?
What is feedback?
Do positive or negative feedback really exist, or is it just feedback? Many recruiters avoid giving feedback until chased by a candidate. Should this be the case? Well of course not but it seems to be a human trait to procrastinate about having difficult discussions where there is perceived negative feedback. Providing a candidate with constructive criticism after they have failed to get the job can be difficult – but it is vital. Why? It helps the candidate prepare themselves for the next interview, plus it will reassure you that you have the best person for the job. In addition, if you have helped them, they will feel positive about the outcome and it won’t reflect badly on you, your company or your process. Put yourself in the shoes of the candidate. They have a right to know why they were not successful. As hard as it is to give people the ‘bad news’, actually, you are doing them a favour.
Rather than shy away from feedback, ensure it is an integral part of your recruitment process, not just an afterthought and you will not only make your candidate feel better, but you will feel better too about the way you are dealing with people, not just numbers. Make sure you prepare before you pick up the phone. If you have not got time to do this on the day of making your decision, ensure you have set time aside in your diary so that you can focus on it and give concise answers or ideas to aid their future applications. And by the way… avoid using email. Email has it’s place in business but not for interview feedback, and if anything can appear extremely impersonal. Focus on improvement and positive outcomes and you can’t go wrong.
Feedback is crucial and necessary for growth. Most people actually really appreciate the effort that has gone into providing feedback and will take it positively.
Our top 5 tips on interview feedback
- Make sure you are honest. It really is the best policy and the person will thank you for it after.
- Look at the positives of the interview first. Where there are negatives, offer a constructive solution such as a course they could attend to help them improve on weaker areas of their interview.
- Be organised. Have your interview notes with you and make sure that you have made a few bullet points of the areas you want to cover in the conversation.
- Let them know where they need to improve. If they stumbled over a particular section of interview questions then guide them to a resource that could be useful to them. If they struggled with their video interview, why not pop them a link to our ways to impress?
- Don’t say you will keep their details for other roles if you won’t. This offers false hope and could lead to you being repeatedly contacted post feedback.
It can be really difficult to give feedback to candidates after an unsuccessful interview, but when managed well you can ensure that the candidate leaves with a positive experience – and with the constructive criticism they will take on board to bag their perfect career.