In part 1 of this article, we talked about the benefits of getting feedback from job candidates. Now, let’s continue by looking at some tips for doing just that.
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Here are some tips when implementing a candidate feedback process:
- Be sure that the candidates know whether their input will be anonymous. If kept anonymous, you’re more likely to get honest answers. However, this may not always be the best route to take. For example, a phone follow-up is obviously not going to be anonymous, but it might yield more information. The key is to be sure the individual knows in advance.
- Assess each step of the process, not just the recruiting steps at the end. For example, ask questions about the job post, the application process, the interview process, and the organization’s communication. If the individual was not selected, ask whether he or she would recommend your organization to other candidates and whether he or she would consider reapplying in the future.
- Be sensitive with the timing of your request. Timing is especially important for candidates who were not selected for the position. If you ask too soon, you’ll be more likely to get responses that are tinged by the individual’s feelings of rejection, rather than more unbiased information.
- Don’t ask for feedback before the individual knows where he or she stands. Someone who is still angling for a role may not be as open about things you could improve upon.
- Be sure to act on information you receive. There’s no point in going through the process of soliciting feedback if it will be ignored. (And the individual asked may apply again later and be discouraged if his or her input was not considered.)
- Keep the feedback request short. Hardly anyone is going to stick around for questionnaires that are too long.
- Remember to include new hires. They went through the recruiting process recently, too! Don’t ask too soon—no need to overwhelm them in their first days on the job—but ask within a few months while the process is still fresh enough for them to give good input.
- Tailor your questions to the stage the candidate ended the recruiting process. For example, if you’re asking all applicants for feedback, don’t ask those who were not interviewed about the interview process. Or, minimally, give an option to respond that this is not applicable.
- Remember that the results will not necessarily be unbiased. Because the respondents self-select, they might still inject bias into their response, but most people want to be helpful.
Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.