Make Your Recruitment Feedback Specific

Make Your Recruitment Feedback Specific






When giving recruitment feedback be specific rather than general

In our second in a series of six tips about how to give recruitment feedback let's look at the important task for employers and the recruitment agency sector to giving feedback to job candidates as you seek to fill work vacancies. Here we talk about the need for specific points rather than generalizations and platitudes.

A job hunter needs to know where he or she went right as well as areas on which they could improve. After the difficult and often stressful experience of going through the recruitment process and then an interview nothing is as frustrating as wishy-washy feedback full of generalizations and platitudes. It's of no use to the applicant and it's often the fall-back position of someone who's trying to avoid talking about the real issues.

Whether or not the candidate has been successful or not in their job application they need very specific pointers. Where their strengths lie and what they did and said well and equally in the areas in which they didn't meet you, the recruiters requirements.  It's important not to be too personal or talk in a way that could be regarded as overly critical or abusive, but you don't want to beat around the bush and accidentally make a feedback session useless.

Being very specific about what went well will enable the job applicant to repeat this and build on this in future recruitment experiences. 

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