Importance of Providing Feedback to Interview Candidates

Dear fellow hiring leaders, you not having the time to personally call those candidates you are declining for a role is a really lame excuse. These are the moments where you can make a difference if you care. Not only should you call those candidates who you personally interviewed, but you should also provide feedback to them. You are afraid you might risk a lawsuit? Then I would highly recommend having a very close look at the reasons why you are declining this person. 🤨 You can also always have a witness in the call with you and document your conversation afterwards. You can't be bothered with that? Remember Karma? Yes, interviewing lots of people for a role is time consuming. And yet it is our fr**king job. Including that part where you personally decline those candidates you aren't going to make an offer to, but who you met in person to interview them. I just completed an interview process and interviewed 4 internal colleagues. No, I did not post the position externally because I wanted to promote within Amex. And I don't like pseudo postings just to "confirm" that decision. That's a waste of the time of external candidates. But I digress. After I made an offer to the successful candidate, I spoke with each of the other three candidates. Here is what I talked to them about: ❣ Where they did really well / the positive I took away. ❣ Their areas of improvement and some tips how to prepare better for those. ❣ How keeping a log file of their successes and connecting them to their leadership skills will make interviewing for a promotion easier moving forward. ❣ Reminded them of our Amex leadership behaviors and suggested to sit down frequently to note down examples for each behavior to keep them fresh. I then offered my support for their next interviews and made connections to other leaders in our organization where I saw a great future fit. And no, I am not bragging or sharing this for praise. I am making the point that doing all of this didn't even cost me 2 hours of my time. Less than 2 hours. But letting those colleagues down softly and helping them with actionable feedback made a huge difference. As I could tell from the smiles on their faces at the end of our calls and some notes I received after our calls. Yes, being rejected stings. We jointly acknowledged as much and I told them to take the time to grieve as well. But I wanted them to be equipped for when they are ready to move forward. That is part of the interview process as well. In my world it is. It should be in yours too! #BeReal #BeACaringLeader #OneSizeDoesNotFitAll

Job hunting sucks. There's no sugar-coating it. Recently, I went through an interview process with four rounds of interviews. I seriously thought I had a good shot of getting the role. I completed my last round but hadn't heard anything for two weeks. So I followed up with the recruitment manager, asking if I needed to complete any more steps for my application. Then, I got the dreaded "After careful consideration, we are moving forward with other candidates" email and another generic-sounding email (though from an actual person) telling me to check my email and that "you had a great background, but we're moving forward with other candidates." Words cannot describe the frustration that I feel. If I have a great background, why didn't I get the role? And did we really need to go through 4 interview rounds and 6 hours of prep time to come to that conclusion? Sure, the rejection hurts. But what frustrates me is a lack of feedback and even empathy. But I'm not just here to rant. Out of the 200+ applications and hiring processes I've been through, there were 2 in particular (both rejections), but still had a pleasant and personable hiring process. Here are 3 key takeaways from that process that I HOPE more recruiters and hiring managers will put into practice ~ 1️⃣ Please take just 5-10 minutes to give us feedback. If you have 5 minutes left in an interview or a candidate follows up after a rejection, please take the time to provide feedback. In 2021, one recruiter took the time to give me feedback on my resume during my interview despite the fact that I got rejected for the role. She probably doesn't know this, but she might've changed my entire career trajectory with that feedback. 2️⃣ Provide your candidates updates and have transparency in the process. Last year, I went through a recruitment process for an internship with an amazing recruiter, and she sent me updates at least once a week, if not twice. If she didn't have an update on my application, she'd send me prep resources for the next round or offer a call to check in and see how I was doing. And as soon as she knew the next steps, she'd email me. 3️⃣ Don't just send the auto-reject template email if they've invested significant time into the process. I totally understand getting auto-rejection emails after submitting an initial application but after four interviews? Seriously? With the recruiter I previously mentioned, I ended up getting rejected for the role. But rather than sending a template generic email, she called me to talk it over with me, provide feedback, and offer help in the future. Because of how I was treated in these processes, I still think very highly of these companies and I would apply again in a heartbeat if the occasion arose. And yet, so many companies are dumbfounded when it comes to employer branding and what they can do to attract more talent. It's not rocket science ~ start with creating recruitment processes that don't dehumanize candidates.

Let's talk about rejection 😢 Since joining Recruitment, one of the key things I have learnt is that I'd have to tackle rejecting folk after interviews. A daunting thought to tell anyone! The truth of it is, I was worried about people's reactions and I was scared of how I would deliver the message. However, what I have observed is that when people have been ghosted or have had lack of feedback, this is where the real frustration comes in. I've probably rejected 500+ people, and only a handful have ever reacted badly. 99% of people, are enormously grateful for the clarity of knowing where they stand, the gift of being able to move on, and if they are lucky, tangible feedback to help them moving forward. I would urge those hiring to always look to give tangible feedback to candidates. There is a real art to it of course. But, there is nothing worse than not knowing the "why?". There may well be times when you find yourself on the other side of the table awaiting the same feedback and I'd like to hope that you would have the opportunity to receive as much information as possible to help you continue to grow. #hiringtips #interviewtips

Ghost at your own risk. . . As a recruiter, one of the hardest parts of my job is making those difficult calls to tell candidates we are not moving forward with their application. Recently, I made one of these calls, and the candidate's response left a lasting impression on me. Instead of disappointment or frustration, he thanked me. He thanked me for taking the time to let him know and not ghosting him. He appreciated the feedback and felt encouraged to stay in touch for future opportunities. This interaction reaffirmed a critical lesson: transparency and respect in the recruitment process are invaluable. Ghosting candidates not only damages individual relationships but also impacts our broader recruiting efforts. When candidates feel ignored or disrespected, they are less likely to engage with us in the future, and even if they do, the relationship often starts with a trust deficit. Clear and honest communication fosters trust and builds a positive reputation. It's about treating candidates with the dignity they deserve, regardless of the outcome. When we provide feedback, we offer them a chance to improve and grow, and when we communicate promptly, we show respect for their time and effort. As recruiters, our role is not just to fill positions but to build networks and cultivate talent. Every interaction is an opportunity to strengthen our professional community. By ensuring that every candidate, successful or not, feels valued and respected, we create a foundation of trust that benefits everyone involved. Let's commit to better practices in recruitment. Let's ensure that every candidate feels heard and respected. Because today’s “no” might just be the seed for tomorrow’s “yes,” and maintaining trust is key to long-term success in our industry.

📢 Extending the Hand of Courtesy: Rejecting Ghosting, Embracing Candidate Peace of Mind 📢 Hello #LinkedInFam, Let's dive into a topic that's close to my heart and, I'm sure, resonates with many of you: the act of ghosting candidates post-interview. 👋👻 Here's the thing – we're all in this together, navigating the twists and turns of the professional world. And while we can't control every outcome, we can absolutely control how we treat each other along the way. Ghosting? That's just not our style. Imagine pouring your energy into interviews, investing your time, passion, and dreams into the process, only to be met with radio silence. It's a sinking feeling that doesn't sit well with any of us. That's why I'm a firm believer in the power of feedback – a simple courtesy that can make a world of difference. When we take a moment to share insights, even if it's a "no" for now, we're giving candidates the peace of mind they deserve. They get to walk away with a sense of closure, knowing that their efforts were acknowledged. 💭✨ In my journey, I've made it my mission to provide feedback whenever possible. It's not just about professional growth; it's about respect for the time and dedication candidates put in. I've seen firsthand the appreciation and surprise that come from this small act of kindness. The truth is, feedback isn't just about them – it's about us too. It's about creating a culture of empathy, where we treat others how we'd want to be treated. It's about building relationships that extend beyond a single job opportunity. So, here's to making a change together. Whether you're a recruiter, a manager, or a candidate, let's make feedback the norm and ghosting a thing of the past. Let's embrace the magic that happens when we uplift each other. 💫🤝 If this hits home for you, drop a comment below. Have you experienced the power of feedback firsthand? Let's chat and keep this ripple of positivity going! 🌊🗣️ #CandidateExperience #FeedbackMatters #SpreadPositivity #EmpathyInAction

Recruiters end up turning down more than 95% of the candidates they meet. As Tim Ferriss puts it, “A person’s success in life can usually be measured by the number of uncomfortable conversations he or she is willing to have.” Learning how to handle this delicate conversation separates excellent Recruiters from the pack. Failing to do so turns you into the most disliked type of Recruiter there is - a ghost. Follow these principles to send candidates away with respect and maintain positive relationships beyond the current interview process. ▪️ The first step is the most basic: notify the candidate you’re not moving forward via email, phone, or video call. Astoundingly, just closing the loop and letting people know they’re no longer being considered is a differentiator. ▪️ If they’ve spoken with someone beyond Recruiting, or completed some form of an assessment, provide feedback. In addition to spending time interviewing, candidates have usually researched the company and done their due diligence. It’s an investment of their most valuable resource (their time) - they deserve to know what motivated the decision to move in a different direction. ▪️ When there’s an opportunity to provide feedback surrounding how they performed in their interview, offer constructive coaching. Tons of common shortfalls are coachable and will help candidates perform better in future interviews. While they may not be getting the job with your company right now, this feedback could help them be successful the next time they’re interviewing. ▪️ Operate from a place of empathy. Rejection is always hard to swallow. Talk to the candidate the way you’d want to be spoken to if the situation were reversed. ▪️ Keep the door open for future conversations. Connect with them on LinkedIn. Let them know they now have an open line of communication into your company’s Recruiting function if they see another role in the business that may be a good fit in the future. I’ve made countless hires throughout my career by staying in touch with quality candidates - sometimes years later. Letting candidates go is the least fun part of the Recruiting job, but approaching the conversation with a plan will help you stand out in a sea of ghosting and unanswered messages.

Hiring Managers, You interview multiple candidates for a role but can only hire one, right? While you can only hire one, you can provide long-term value to every candidate you’ve interviewed. How? Give the best feedback you can! Yes, multiple candidates interviewed for your roles but weren’t a fit. However, what is it that they lacked? Sharing direct feedback can help them get their next role. I’ve had candidates interview for roles, not get selected, receive excellent feedback, and use that fresh knowledge to nail their next interview, resulting in offers. Yes, it takes a little more time out of your day, but it’s value for the candidate, and ultimately valuable to our economy. Helping is hiring.

Dear interviewers and hiring managers, I have one small request for you. If you decide not to move forward with a candidate, please take a moment to share feedback. I know your time is limited. But those 2 minutes of insight can change someone’s career. Because for candidates, a rejection without feedback feels like: → A closed door → No path to improve → Just silence, when they’re desperate to grow To job seekers reading this: If you don’t receive feedback, you can ask for it. Here’s how to do it respectfully: - Thank the interviewer for their time - Ask about specific areas (communication, technical depth, structure, etc.) - Keep it short, polite, and open-ended - If they don’t respond right away, a gentle follow-up is okay And to the interviewers again: - Your feedback might feel small to you. - But it could be the reason someone finally breaks through. I still keep in touch with some candidates I didn’t hire. When they asked for feedback, I gave it. And I’ve watched them land roles at amazing companies since. Let’s make hiring more human. Let’s give people a path to improve. Repost if you agree. P.S. Follow me if you are an ambitious job seeker in the U.S. I share proven job search strategies to help you land your dream role.

I have gained so much from being impacted by the #googlelayoffs earlier this year. But the most important thing I’ve learned is the magnitude of responsibility that is placed on us as Recruiting professionals. Getting to experience the side of a job seeker in a challenging market has been the most eye-opening experience of my corporate life. I always lead with empathy, but until you walk in the shoes, you really can’t appreciate what is at stake. If you and your company are in a position of hiring right now and have candidates in the mix, here are a few things that I guarantee are taking place on the other end: ~ Someone is staring at their phone and checking to make sure it’s not on silent and refreshing emails. Anxiously waiting to hear feedback on everything from the application to a potential offer. This waiting consumes them and it’s impossible to find a distraction. ~ They have gone back over every answer they gave during their interview process. Overthinking it and thinking through all the other examples they could have provided and criticizing themselves to no end. ~ They are trying to balance the actions of following up and showing interest versus coming across as desperate and bothering you. ~ All of their plans are tentative just in case they get the call that you’d like to speak with them. Their entire calendar is based on your availability because they do not want to lose out on the opportunity to speak with you. ~ They are afraid to share with their friends and family that an interview went well because they know there is so much competition for jobs and a good interview is just the cost of entry. Please keep this top of mind if you have candidates you are working with. Make the calls just to touch base, and reply to their emails promptly, but most of all, put yourself in their shoes and empathize with how taxing this current climate is on candidates. Disclaimer: I’ve never shied away from being a vulnerable leader. If a Recruiter/Hiring Manager sees this as a weakness (green banner included) then I thank them for not reaching out to me and wasting my time :-).

In recent interviewing experiences, I've noticed a gap in the way some hiring managers (HMs) and recruiters conclude interviews. As a candidate, it's natural to anticipate next steps after what seems like a positive conversation. However, being left in the dark post-interview can be disheartening and counterproductive for both parties involved. Often, interviews end with optimistic statements like, "We enjoyed our conversation and would love for you to meet the next person," or "We'll align schedules and get back to you shortly." Yet, these sentiments sometimes lead to receiving a rejection letter instead of the expected progression in the hiring process. In my view, transparency is key in these situations. It's better to end an interview uncertainly with a statement like, "We are still interviewing other candidates and will reach out to you in X number of days with an update, either way." This approach keeps the door open for further consideration if deemed a match for the role or provides closure for candidates to explore other opportunities. Effective communication not only respects the candidate's time and effort but also maintains a positive employer brand image. Let's strive for clarity and transparency in every stage of the hiring process to foster better candidate experiences and ultimately, build stronger teams. #InterviewTips #HiringProcess #CandidateExperience #Communication #HRInsights