Top Tips For Giving Recruitment Feedback

Top Tips For Giving Recruitment Feedback






Describe instead of evaluating

Feedback is a crucial part of the recruitment process. Giving constructive feedback is often difficult, for good candidates and for bad. Whether you're a recruitment agency or an employer telling successful applicants what they did wrong and failed applicants what they did right is important and can be delicate and often job candidates will so here is the first of our series of 6 tips on feedback.

Describe what happened during the situation on which you're giving feedback, and use description to draw attention to the areas that made an impression you. Avoid making value judgements - if you draw attention to the right things in the right way, the applicants or candidates will understand why they need to look at those things. In ninety percent of cases, the candidate will have a pretty good idea of how you were reacting during the interview (or equivalent situation), and if you point to any particular thing they did or said, they'll know whether you think it's good or bad.

If you must evaluate, try to evaluate actions rather than the person who performed them. Phrasing along the lines of ‘a lot of people think x is true, but in fact it isn't' is a lot more useful than a simple ‘you're wrong' in situations like this. Because you have a considerable degree of authority over the candidates you are interviewing they will probably take your words very seriously indeed, and an implication that they, personally, have done something wrong will have such an impact that they might not properly absorb the rest of what you have to say. Teachers have a saying: ‘criticise the behaviour, not the child!' and this applies equally well in this situation as well.

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