What is meant by feedback? Why is it so important to provide it, especially if it is negative? The literal translation of the term feedback (ie reaction, the effect of an act, of a behavior on the person who caused it) is “the response”: contextualized to the selection process, a candidate expects to receive a answer about the outcome of the interview.
The candidate, first of all, is a person with values and skills: providing feedback means giving due consideration to those who have invested time, professionalism and hopes in sustaining an interview showing themselves to the best of their abilities.
The importance of feedback, even if negative
The feedback, even if negative, is to be considered as a demonstration of presence in a difficult moment for the candidate, who must still be given the right value.
Feedback can help the person who receives it, who will then face a moment of personal and professional growth: it will be the right opportunity to face a possible change.
The role of the recruiter
The recruiter therefore has a dual role: on the one hand, he must meet the demands of the company or customers in identifying suitable profiles that meet the required requirements; on the other hand, he is the one who acts as a spokesperson in recognizing the value of those who have participated in a selection process even if they have not been chosen.
A candidate not in line with current research does not mean that in the future he may not be suitable for other positions.
This thought must make us reflect on the necessity and importance of creating an immediately truthful relationship with the candidates involved in the selection: the recruiter will therefore be able, by adopting a clear and transparent communication, to create and expand his network of contacts
Feedback: when and how to communicate it
How long does it take to communicate negative feedback? There is no timeline as to when it is appropriate to provide it – there are several factors that can determine the delay.
However, it is necessary to be aware of how feedback must be assimilated into the culture and activities of each recruiter.
To a CV that is not in line with the position sought, the recruiter can send the candidate an email; to communicate negative feedback following an interview, the recruiter will dedicate a more detailed email or a phone call to provide more detailed feedback.
Or, you can opt to send an email or a notification, also thanks to the automatisms made available by the InfoJobs platform.
In order to provide adequate feedback to candidates with respect to the selection process, Infojobs allows you to manage the applications received in response to the announcement through transparent and immediate communication.
In the “Offers and CVs” section of InfoJobs, the recruiter, with a rather quick action, can close the selection process. Candidates are then informed in real time of the closure of the position through an email or a notification.
Choosing silence as the outcome of an interview is absolutely disadvantageous.
The negative effects of not given feedback
Let’s think of the concrete effects that a feedback not given can cause: a dissatisfied candidate can share his experience online and let off steam on the main social networks and thus contribute to spreading a bad reputation and a negative image of the company online.
The company’s Brand Reputation is wavering and it will be far from simple to regain credibility and trust both among candidates looking for a job and among customers.
The culture of feedback
A clear and transparent culture of feedback will therefore bring with it a series of positive actions and behaviors for all those involved in the selection process: candidates, recruiters and the company.
The recruiter will complete the entire selection process in all its phases, helping to provide an excellent image not only of himself but also of the company he represents.
On the candidate side, on the other hand, the communication of feedback can bring out potential not yet perceived and valued that could be the spark of a possible change.
Feedback as an aid to the candidate
1 personal growth: if something went wrong during the interview, the candidate will be able to appreciate sincere comments that can help him prepare better in the future.
2professional growth: when the choice falls on a candidate because, for example, he is in possession of a certain certification, it would be useful to make it known, so that even those who have been rejected can become
3opportunity to receive advice from an expert: who better than the recruiter with whom you interviewed could provide some valuable advice? There are many aspects that emerge during the selection phase: suggestions on how to improve the curriculum or which course to follow to become more desirable would certainly be appreciated.
4opportunities for the future: feedback, even if negative, implies the creation of a relationship, a demonstration of presence and attention which, in the case of new positions, would leave the door open to a second chance.
5 freedom to accept other proposals: a candidate looking for a job is likely to be able to conduct more than one interview within a short period and perhaps even receive some proposals.
If the outcome of the interview is negative, why not communicate it, so that you feel freer in responding to other recruiters or restart your search?
For candidates, not knowing the reasons why they were not selected, on the one hand deprives them of the opportunity to improve, on the other hand it only feeds the frustration of feeling treated more like numbers than people.