How can you ensure feedback is consistent for all candidates?

O retorno ao candidato deve ser dado em 100% dos casos. Uma vez que o candidato se disponibilizou a participar do processo e compareceu na data e horário solicitados (ainda que online), é obrigação do RH dar o retorno de agradecimento. No entanto, é importante lembrar que em um processo seletivo, o que temos para avaliar dos candidatos são percepções; portanto, não há como dar um feedback estruturado, mas calcado no que foi visto até ali. Quando o motivo da reprovação é técnico, entendo que deve ser falado claramente ao candidato, até para que esteja preparado para futuras oportunidades. Outros motivos, como comportamento ou feat com a vaga, devem ser pontuados aos que chegaram até a última etapa, de forma respeitosa.

Existem 2 pontos primordiais: 1. Que o feedback aconteça, e que não seja muito tempo após a aplicação do candidato; 2. Que apresente fatos ao candidato do motivo pelo qual ele não avançou. Ao criar templates, pode-se utilizar os itens de maior reprovação.

To ensure consistent feedback for all candidates in a hiring process, establish clear evaluation criteria, use standardized interview questions, provide training for interviewers, implement evaluation rubrics, maintain a consistent interview format, conduct post-interview debriefs, hold calibration sessions, enable anonymous evaluation, regularly review criteria, and implement feedback quality control. These measures help minimize bias and promote fairness in assessing candidates.

Standardize evaluation criteria and provide training to the hiring team to ensure consistent feedback for all candidates. Implementing structured interview formats and assessment tools contributes to a fair and uniform evaluation process.

Ensuring consistency in feedback for all candidates is crucial for maintaining fairness and transparency throughout the recruitment process. Structured Evaluation Criteria: Establish clear and standardized evaluation criteria for each position. Define the key competencies, skills, and qualities required for success in the role. This ensures that all assessors are using a common framework when providing feedback, promoting uniformity.

Muito importante estabelecer critérios de avaliação transparente é fundamental para garantir a consistência no feedback, além de que todos os avaliadores devem ter uma compreensão comum dos padrões e competências desejadas. Por exemplo, se a habilidade de comunicação é um direcionamento, é importante definir o que isso significa para a empresa, como boa expressão verbal, capacidade de visão e escuta ativa.

Clear communication throughout the recruitment process is vital. Candidates are more understanding of extended processes if they are kept in the loop. Unfortunately, many candidates are left in the dark, with studies indicating that between 66% and 78% have been "ghosted" by employers. This highlights a significant communication gap in many recruitment practices. However, when candidates are consistently informed, 61% consider recommending the company, compared to only 33% who felt left out. Proper communication not only fosters trust but can also positively impact a company's reputation among potential hires.

Structural Guidance: Utilize a feedback template to organize evaluations systematically, ensuring coverage of key performance aspects. Comprehensive Elements: Include sections for strengths, weaknesses, areas of improvement, and an overall rating in the feedback template. Quantifiable Assessment: Implement a rating scale or scoring system within the template for objective and comparable candidate assessments. Avoiding Ambiguity: Prevent the provision of vague or generic feedback by relying on a structured feedback template, enhancing the value communicated to candidates.

Its crucial to maintain fairness and transparency in the recruitment process. It can be done by establishing clear evaluation criteria, using standardized interview questions, feedbacks, regular reviews and adjustments

2. A técnica SCI, criada nos EUA pelo CCL - Center for Creative Leadership, é uma excelente técnica para devolutivas que transmitem clareza e credibilidade.

Evidence-Based Evaluation: Concentrate on factual evidence supporting feedback, minimizing reliance on personal assumptions or preferences. Awareness of Biases: Acknowledge and be mindful of personal biases, recognizing potential influences related to gender, age, race, ethnicity, appearance, accent, or background. Diverse Perspectives: Challenge biases by actively seeking diverse perspectives, fostering an inclusive evaluation environment. Feedback Validation: Encourage feedback on your own assessments, ensuring an additional layer of scrutiny to identify and rectify potential biases. Utilize Tools: Leverage tools and techniques designed to mitigate biases, promoting a more objective and consistent evaluation process.

3. Se há fator humano em processo avaliativo, há subjetividades interferindo na avaliação. De todo modo, profissionalizar-se é a estratégia para garantir que a subjetividade não seja o fator determinante em um processo seletivo.

Ser imparcial y dejar de lado nuestros prejuicios al 100% no es una tarea sencilla. Para lograrlo, yo sugiero que los reclutadores puedan vertir sus comentarios en su mejor estado físico. Me refiero que si sobrecargan su trabajo, es muy probable que el subconsiente les juegue una mala pasada cuando el cuerpo se sienta cansado o abrumado por la monotonía de la actividad.

Make the same questions to all the candidates in that way we can be more objective. Also learn to identify the bias we have and be conscient about them, question them to learn why they are and if they can stop a person from doing the actual work or not.

Prompt Feedback: Provide feedback promptly after the interview or assessment to capitalize on fresh recollections and maintain engagement. Constructive Approach: Deliver feedback in a constructive manner, emphasizing positive aspects, offering specific examples, and suggesting areas for improvement. Avoid Negativity: Refrain from harsh language, personal attacks, or comparisons between candidates to foster a respectful and unbiased feedback environment. Individualized Feedback: Tailor feedback to each candidate's performance, acknowledging their unique strengths and areas that require attention. Encourage Dialogue: Create an open communication channel.

Providing feedback leaves a positive impression on candidates. Recruiters may occasionally overlook feedback due to their busy schedules. But, it's essential to respond when candidates inquire. Courteous communication, even in brief responses, builds trust and enhances the overall candidate experience.

I have found candidates to be highly appreciative even of negative feedback if it is constructive - such as courses7degrees that are missing, traits that might not be a good fit in position X but might actually be benficial in position and team Y etc. I actually did have really lovely conversations with people we rejected for a certain position but could point them to other jobs (yes even comapnies) where they fit just right.

No existe crítica mala, sino mal expresada. Si a eso le sumamos normas de respeto generales y locales (entendiendo que cada ciudad o país tiene algunas muy particulares) con seguridad podremos hacer llegar el mensaje y que nuestro comentario no dañe ni menosprecie las competencias del candidato. No olvides destacar los aspectos positivos y olvidar enlazar tus frases con "pero", ya que esa conjunción derriba todo lo anterior. Mejor utilizar "además" para mostrarle que tiene virtudes y además aspectos a mejorar.

Don't ignore candidates. Negative feedback is better than no feedback at all. When the decision is made, before moving into the next step, inform all candidates you had been in touched. Depending on the step, the information can be delivered in different ways; via an automatic email, email, phone. The more candidate moved into the next steps, the more you get to know them. With that I believe, that ones deserves a right to get a tangible and constructive feedback. This will also impact your Employer Reputation, keep this in mind.

A utilização de modelos de feedback estruturados contribui para a uniformidade nas avaliações,e ajuda a evitar que os avaliadores se desviem dos tópicos importantes durante o processo. Por exemplo,um modelo poderia incluir seções sobre habilidades técnicas, comportamentais e pontos de desenvolvimento, proporcionando um guia consistente para os avaliadores.

To ensure feedback consistency for all candidates: 1. Clearly define and communicate evaluation criteria for each stage of the interview process, ensuring uniform standards for assessing all candidates. 2. Provide feedback in a respectful and constructive manner, emphasizing positive aspects of the candidate's performance. Regularly seek input from colleagues and hiring managers, and be open to inspection and adaptation for continuous improvement.

Diverse Input: Seek external feedback for varied perspectives. Direct Candidate Input: Ask candidates for thoughts on your feedback. Self-Reflection: Identify strengths and weaknesses for continual improvement. Continuous Enhancement: Embrace feedback for a valuable candidate experience. Elevate Credibility: Apply lessons for enhanced credibility.

Based on my experience, consider the following points: 1. Identify your target audience and create content that articulates your organizational culture, values, goals, and overall benefits. 2. Utilize diverse platforms such as social media, webinars, and events like career fairs and campus interactions. 3. Engage with a wide audience, addressing questions both virtually and in person, and welcome constructive feedback.

First and foremost feedback is an opinion. Ask 20 people you get 20 different versions of feedback. My advice is to pull in data and start working on your predictive analytics strategy. 1. How is feedback collected and can it be quantified (rate from 1 - 10) 2. How can qualitative feedback best be evaluated 3. Use scorecards to get the same feedback framework 4. Which hire outperformed their peers. Did they for some reason have more "points' or a higher score in something? Which data point seems to make no impact on quality of hire. Do we need to change the question/ scale/ etc. THIS is feedback based on data. Welcome to the world of predictive analytics in small instead of subjective feedback.

I think the feedback also depends on how much time and energy the candidate spend with your recruitment process. If the person only sent the resumé and the competencies doesn't fit, one email well written and respectful is good enough. But, if the candidate went through all the phases, but one most qualified candidate was chosen, the respectful thing to do is to call the person and explain the company chose another candidate.

Provide ongoing training and development for interviewers. This includes workshops on effective interviewing techniques, mitigating bias, and using assessment tools. Regular training ensures that interviewers stay updated and maintain consistent evaluation standards. Also consider holding debrief sessions immediately after interviews. Interviewers can discuss their assessments, share their observations, and collectively arrive at a consensus on candidate evaluations. This real-time discussion helps align feedback.

Firstly, feedback is more accurate when it is factual and is not influenced by interviewer's emotions or the stereotypes they hold. Therefore, creating a checklist of KRAs and assessing the candidate's fitment accordingly will help. Secondly, the feedback should be divided into Candidate's "Pro's" and "Con's". And lastly, the feedback should be recorded within the first 3 hours from the interview (or during the interview itself) to avoid loss of data.

É essencial conscientizar os avaliadores sobre possíveis preconceitos e estereótipos que podem influenciar o feedback, através de treinamento regular e que pode ajudar a mitigar a influência de viés inconsciente. Por exemplo, ao avaliar candidatos de diferentes origens culturais, é importante evitar generalizações e focar nas competências específicas necessárias para o cargo.

Feedback plays a crucial role in the hiring process. Typically, companies reject more applicants than they accept. However, ensuring a positive experience for all is important. Providing clear, constructive feedback can make candidates more accepting of a longer or more challenging process. Applicants appreciate insights into their inherent strengths, their best skills, and the type of company culture that suits them. This understanding, even if they don't land the job, can turn their experience into a positive one. Effective feedback gives candidates a sense of gaining something worthwhile. Dalal et al. (2019) discovered that feedback following a personality test can improve candidates' overall perception of the hiring process.