Time Your Job Seeker Feedback For Maximum Effectiveness

Time Your Job Seeker Feedback For Maximum Effectiveness






When giving recruitment feedback to candidates timing is everything

This is the fourth article in a series of six articles covering the important topic of recruitment feedback. With regards to an employer or a recruitment agency offering feedback to a job candidate or interviewee as part of the recruitment process, we'll look at the timing aspect of this important part of recruitment. The candidate will usually let you know if he or she wants feedback or not.

As much as you shouldn't offer feedback until the job applicant or candidate wants it, you should also respect their wishes regarding when and how feedback should be given. Some candidates may not want or welcome any at all yet if they do always do it in private, and set specific and definite parameters for any session beforehand. This can be done before or after the interview or even as part of the initial recruitment process. If there are going to be several feedback sessions for the same event, divide up what you've got to say between them and don't lump all the praise and constructive criticism into different sessions. Constructive is the key word whether it's positive or negative. You don't want to send a candidate away in floods of tears, you want to facilitate their own thinking about the topic so that they can learn and develop during their job search experience.

Depending on the person, having space between the event and the feedback helps them reflect and learn; for others the sooner the better since the gap will dull the significance of the feedback and thus the learning.

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