Recruiter Feedback To Job Seekers

Recruiter Feedback To Job Seekers






Focus on the positive in recruitment feedback

Let's look at the importance for a recruiter or employer to focus on the positive when offering feedback to a job candidate as part of the recruitment process in our fifth in a series of six feedback tips. The candidate wants to work for you and whether or not they've been successful you as the employer or recruitment agency have a responsibility to be as helpful as possible.

Even though you interview many candidates when filling vacant jobs not all applicants have a wealth of interview and feedback experience. This may be the first job they've applied for in a long time. To build on what we've previously said about the best way to criticise, try to be constructive in all the feedback you give. There's no point just telling someone that their interview responses weren't up to scratch - you've got to tell them why not. It's also vital to do it in a way that doesn't sound like an overt criticism - people are much more likely to listen if they feel you're on their side, and, as we've said, if you sound too critical or disparaging, people are bound to get defensive - at which point they've got no interest in whether what you're saying is true.

When giving recruitment interview and job application advice think about the person receiving it. It's a good idea to deliver a mixture of praise and criticism - you should always try to find something positive to say to an unsuccessful candidate, no matter how disappointing his or her performance has been. There will always be positives even if it's concerning the way they've dressed or their ability to maintain eye contact. However, be careful to avoid so-called ‘hamburger criticism' - in which you sandwich a piece of criticism between two pieces of praise. This technique is very easy to pick up and makes the praise look insincere.

Sorry, comments are now closed on this post
Site Sponsors!

Adverts.
Advert

Advert

Advert

Advert

Advert