Be Realistic When Seeking Interview Feedback

Be Realistic When Seeking Interview Feedback






Don't expect the world from recruitment feedback

This is our second of five tips concerning seeking and receiving recruitment feedback either as an external job application or an internal candidate.  Here we look at the need to be realistic as a job seeker and not expect the world from an interviewer, recruiter or employer. Take all advice and feedback in a measured way and you'll find work faster.

Some employers will offer and give extremely detailed feedback to an interviewee after an interview, and some will never speak to you again (although the latter kind is getting rarer, thankfully). Whether you are offered the job you've applied for or not - in fact, regardless of the situation - the information you get in response to your performance during the interview will be very useful in your future job hunting.  This does not mean, however, it will be a high-order priority for the employer or recruiter who interviewed you or the company to which you've applied to work for as a whole.

Sometimes the post-interview feedback will be posted out to you,  and it's important  to learn to be able to tell the difference between a standard feedback letter and one which was composed with specific regard to your performance. You can always request more feedback, but if you didn't get the job and the employer doesn't want to spend any more time dealing with you, that's their decision and one you'll have to live with. That said, it is getting increasingly common for interviews and other recruitment interactions to involve face-to-face feedback sessions, either in the immediate aftermath of the interview or at a later date. Don't expect the world from feedback but make the most of the information you do get whether it's small or substantial. It can only help you in the future.

If you are applying for jobs via recruitment agencies then you should make the best use of them.  Keep them focused on your case and lay out your expectations for feedback and encourage them to get as much as possible from the employer.  As an intermediary the recruitment consultant may be able to get you more feedback than if you go direct - not only will they have a relationship with the hiring company but they also take away some of the worry that you will react badly to the feedback and cause problems for the employer.

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