5 things that prove interview feedback is a must

November 9, 2017

Arjun recently gave an interview at a reputed firm. Post the interview, he was unsure about the status of his job application. He sent several follow-up emails to the hiring manager, and at last got a reply that he had qualified for a second interview. Being happy with the progress, Arjun rejected the job offer that he had received from another company.


Strangely and sadly, he never heard anything further on the second interview round again.


According to a survey, 4 out of 5 candidates who give an interview receive no feedback. This is very frustrating for a job seeker as job hunting can be a difficult and stressful process for many. Hiring managers often do not pay much attention to provide feedback, especially when they decide not to hire a candidate.


But is that the right thing to do?


“The key to learning is feedback. It is nearly impossible to learn anything without it.”


Providing valuable feedback after an interview process is crucial not only for the candidate, but also for you as a hiring manager. Whether you hire them or not, there are various reasons why you should provide feedback to candidates -


1.     Think about the future


It may be that you choose not to hire a particular candidate at present. However, there may be a time in the future, when that very same candidate might be a perfect fit for a different position altogether.


In such a situation, if you provide constructive and meaningful feedback based on the current weaknesses of the candidate, it not only shows that you care about the candidate’s development, but you are also increasing the chances of him/her re-applying with your company in future, and you are in a way grooming the candidate to improve and be better.


Interviewfox  facilitates regular updates on a candidate's application for the jobs that you post; candidates can keep track of all their progress, starting from the time of application to the post interview status, in the application timeline. You can also engage with candidates at any point, via chat/email/call,  be it for salary negotiations for offered candidates, or providing valuable feedback to candidates that did not make the cut.

When the candidate comes back for a job application again maybe 6 months or a year down the line, he/she may be ideal for a job position in your company – thanks to your feedback.


2.     Maintaining your reputation is important


Whether a candidate is hired or not, the interview experience will be always remembered.


When you provide constructive feedback after an interview, the candidate will feel valued and eventually share his/her experiences with others. Word of mouth is still a very distinct and important way of marketing that can help your company in a great way.


Moreover, in the age of social media, any positive experience shared on public forums can win accolades for you and your organisation.  Providing feedback is a must so that even if the candidate is not selected, the experience will always be cherished and shared with others.


3.     It works as a closure and you’d be doing the right thing


Once an interview is over and the candidate goes back without feedback, he/she will be unsure about how the interview process went, and the first thought that’ll to come to mind is that he/she is not selected.


Lack of communication/feedback from your end might also lead to a situation of uncertainty for the candidates. They might stop applying for jobs or even keep another offer on hold, waiting for your reply. This way, they might lose a job that they can have the chance to actually secure.


So do the right thing by giving them constructive feedback, in case you’re not hiring them.


4.     If you don’t hire them, help them get hired by someone else


Your meaningful feedback can help the candidate improve and work on his/her weakness and eventually get hired by someone else. There is certainly nothing wrong in doing so, as it will help the candidate and in a way the industry he/she belongs to. 


Sometime later in the future, you may also be interacting with the same candidate or the organization he/she is working in. Be assured that this interaction will be very positive, and only because you were considerate enough to provide meaningful feedback once upon a time.


5.     Good manners should never be forgotten


Looking for a job may be a part of a person’s professional life, but the whole process and the experience can be both a personal and emotional one. Time is precious for everyone and if a candidate has taken out time to apply in your organization and give an interview, you should provide feedback – that’s simple courtesy and politeness.


Here are some of the things that you can do for a constructive feedback:


       Thanking the candidate for their time and effort is definitely the first thing to do.

       You can record or document the answers of your candidates related to the main competency areas. This way, you will be able to provide more objective and constructive feedback once the interview is completed.

       Every candidate is not the same and neither do they apply for the same position. So, every feedback cannot be the same. Vague or generic feedback does not help the candidate in anyway. Be specific.

       Give negative feedback if any, in such a way that it does not upset the candidate, rather give them hope that they can do better. For example, “your presentation did not convince the panel, but if you improve your product knowledge, you will be much more convincing and effective in this field.”


Remember that providing feedback enhances your company reputation and also makes it easier for you to attract new talent in future. Register today with interviewfox.com, sign up for a 14 day free trial and select candidates from a wide pool of talent.