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  string(19) "2018-04-13 14:22:37"
  ["post_date_gmt"]=>
  string(19) "2018-04-13 04:22:37"
  ["post_content"]=>
  string(2745) "Recruitment can be difficult when not receiving detailed interview feedback (or any for that matter) from clients, and also from candidates. Being the ‘middle man’ recruiter is a struggle when we are trying to provide a great service to our clients and candidates but honestly don’t have any information to give!

Why is it then that so many recruiters don’t provide feedback to their clients and candidates? We know how valuable it is to us, and it’s just as valuable for them.  It’s important that we as recruiters are also providing feedback to our clients and candidates. Whether it’s about their salary expectations or skill level, or perhaps it’s a client who is being unrealistic – it’s our job to let them know and help them get on the right track.

Your Employer Branding

Leaving a lasting positive impression with candidates & clients is crucial for your employer brand. Candidates talk, and if they have a positive experience - even if they didn’t land the job - they will be less likely to criticise your company. They might even recommend your firm to friends and family in the future, and there’s no better marketing tool than word of mouth!

Personal Development

Most feedback starts with “I liked them, but the skills weren’t there”. If this is the type of job the candidate wants, then find out what skills the client does want and relay that to the candidate. They need to know what they need to do in order to get the job that they want, rather than the job they have to take. Most candidates do take feedback on board, and in their shoes I’m sure you would have appreciated the advice too.

You Never Know What You’ve Missed!

By providing candidates or clients with feedback, you might discover something else about them or their skills or the job you’re recruiting for, that may be a game changer! It’s easy to assume that everything of importance is on the resume or job description, but this isn’t always the case. The more you talk with your clients and candidates, the more you will know them and what they want and need. This will make it much easier for you as a recruiter in the long run.   Recruiters want feedback because we then know what to look for and what to avoid in future for that particular client or candidate. But remember -  it works both ways. Providing your client & candidate with feedback is just as important and helpful for all parties involved. “We all need people who will give us feedback. That’s how we improve” – Bill Gates , Microsoft" ["post_title"]=> string(56) "We Know Feedback is Valuable, So Why Are We Skipping It?" ["post_excerpt"]=> string(0) "" ["post_status"]=> string(7) "publish" ["comment_status"]=> string(4) "open" ["ping_status"]=> string(6) "closed" ["post_password"]=> string(0) "" ["post_name"]=> string(31) "know-feedback-valuable-skipping" ["to_ping"]=> string(0) "" ["pinged"]=> string(0) "" ["post_modified"]=> string(19) "2018-04-13 14:23:50" ["post_modified_gmt"]=> string(19) "2018-04-13 04:23:50" ["post_content_filtered"]=> string(0) "" ["post_parent"]=> int(0) ["guid"]=> string(37) "http://www.coxpurtell.com.au/?p=33994" ["menu_order"]=> int(0) ["post_type"]=> string(4) "post" ["post_mime_type"]=> string(0) "" ["comment_count"]=> string(1) "0" ["filter"]=> string(3) "raw" }

Recruitment can be difficult when not receiving detailed interview feedback (or any for that matter) from clients, and also from candidates. Being the ‘middle man’ recruiter is a struggle when we are trying to provide a great service to our clients and candidates but honestly don’t have any information to give!

Why is it then that so many recruiters don’t provide feedback to their clients and candidates? We know how valuable it is to us, and it’s just as valuable for them.  It’s important that we as recruiters are also providing feedback to our clients and candidates. Whether it’s about their salary expectations or skill level, or perhaps it’s a client who is being unrealistic – it’s our job to let them know and help them get on the right track.

Your Employer Branding

Leaving a lasting positive impression with candidates & clients is crucial for your employer brand. Candidates talk, and if they have a positive experience – even if they didn’t land the job – they will be less likely to criticise your company. They might even recommend your firm to friends and family in the future, and there’s no better marketing tool than word of mouth!

Personal Development

Most feedback starts with “I liked them, but the skills weren’t there”. If this is the type of job the candidate wants, then find out what skills the client does want and relay that to the candidate. They need to know what they need to do in order to get the job that they want, rather than the job they have to take. Most candidates do take feedback on board, and in their shoes I’m sure you would have appreciated the advice too.

You Never Know What You’ve Missed!

By providing candidates or clients with feedback, you might discover something else about them or their skills or the job you’re recruiting for, that may be a game changer! It’s easy to assume that everything of importance is on the resume or job description, but this isn’t always the case. The more you talk with your clients and candidates, the more you will know them and what they want and need. This will make it much easier for you as a recruiter in the long run.

 

Recruiters want feedback because we then know what to look for and what to avoid in future for that particular client or candidate. But remember –  it works both ways. Providing your client & candidate with feedback is just as important and helpful for all parties involved.


“We all need people who will give us feedback. That’s how we improve” – Bill Gates , Microsoft

Tags: Feedback | interview feedback |

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