How can you offer feedback to candidates without discouraging them?

As a recruiter or hiring manager, you are the face of the company for the candidates. I feel every candidate has the right to know the reason for not getting selected. The recruiter may get the complete feedback from hiring manager and let the candidates know what they liked and what could have been better instead of just saying they need better skills or experience. This will not only create a better brand image for the company but also yield a strong impact on the candidate's minds.

As a recruiter, I have learnt in my experience that constructive feedback can be given to candidate by first highlighting their strengths, checking on them how they doing and what is keeping them occupied these days. Once the candidate is comfortable, we need to start by asking them what according to them they did well and what they feel went wrong. Once the candidate shares their POV, we can turn the direction from helping them learn that what they went wrong also correct but not in the current interview situation and guide them by sharing the need of the company, being available incase if they need any other help. By this you are not just helping them constructive feedback, but also building a lasting relationship with the candidate.

In my experience, feedback to candidates needs to be tailored as per the role they have applied for. We have to be specific and diplomatic in the feedback provided and most importantly encourage them to apply for future openings. Good experience to candidates are your future ambassadors and word-of-mouth publicity works better.

One of the best ways to use is the Burger Feedback technique- positive, negative, positive. Begin by acknowledging the candidate's skills, time and interest in the process, then provide the specific feedback with honesty, and then again end by motivating the candidate. This also helps in great Candidate Experience and candidate finds it productive and informative.

Give Constructive feedback like start with positive comments about what went well and then move with what could have been better so that will not think dejected. Directional inputs so that it can help them.

Providing detailed feedback after an interview is always a good idea. It not only helps candidates evaluate themselves, but also sheds light on areas of improvement. With constructive criticism, candidates can work on their weaknesses and improve in the future.

In my experience, I once had to provide feedback to a candidate who wasn't selected for a technical role due to insufficient experience in a specific software we use. I explained honestly that while their overall technical skills were strong, their experience with this particular software was not as extensive as required for the role. However, I delivered this feedback respectfully, acknowledging their expertise in other areas and suggesting that they could enhance their profile by gaining more experience or training in that specific software. This honest yet respectful approach helped the candidate to understand the decision without feeling devalued or discouraged.

Being candid in your feedback is key. Share your expectations, evaluation criteria, and decisions honestly to build trust. Remember, honesty isn't an excuse for rudeness. Stay respectful, use a professional tone, and steer clear of personal attacks. Appreciate their efforts, say thanks, and let them know their participation matters

A simple email that provides a bit of context as to why they did not make it go a long way in a tough market we are in. A simple - We went with a candidate with more industry experience or specific experience in a software for the past x years. - The courtesy of sending a rejection email as well. This displays respect in the process and a simple feedback to allow the candidate to adapt and improve.

Be honest, do not sound like a robot, be human and tell people on the interview where possible rather than knowing they haven't passed the interview and then receiving generic feedback in an email. Most people will be thankful to actually get some genuine feedback for once.

In my role, I encountered a candidate who had excellent qualifications but struggled with clear communication during the interview. When providing feedback, I acknowledged their strong credentials first, then gently pointed out the communication issue. I suggested specific workshops and practice strategies, such as joining a local public speaking club, to enhance their communication skills. This supportive approach, focusing on actionable improvement rather than just criticism, helped the candidate view the feedback as an opportunity for growth rather than a discouragement.

When giving feedback, it's not just about pointing out flaws. Start with what's going well, then mention areas to improve—kindly, though. Offer tips and resources to help them grow. Finish on a positive note, highlighting potential and cheering them on.

Focus on positives aspects of the interviews and I I shared before focus on the behaviour or action or skill that is missing rather than saying "You don't have this skill so you cant do the job" Instead reframe to say you demonstrating some excellent skills in y, however for the role we need more experience in x, that being said if you skill up in this area and want to reapply in the future you have my email so please reach out directly.

The first step is to provide the candidate with constructive feedback that acknowledges their accomplishments and skills. Constructive criticism should be provided as a follow-up in order to help highlight areas that require improvement. Candidates are better able to understand both their strengths and areas in which they may improve when they maintain a balance.

In my practice, I once conducted a series of interviews for multiple positions. To ensure fairness, I used a standardized feedback form for all candidates. This form outlined key competencies and skills relevant to the roles. After each interview, I provided feedback based on these predetermined criteria. For instance, if a candidate lacked in project management skills, which was a criterion on the form, I provided this specific feedback, just as I did for all other candidates who exhibited the same gap. This consistent approach across all candidates ensured fairness and transparency, demonstrating that each candidate was evaluated against the same set of standards. The effect was so positive that we hired 3 candidates instead of just 2😉

Be consistent and fair, but be personalised. Back up your feedback with data, not subjective reasons. And where possible try and do this feedback verbally rather than over email.

Staying fair and consistent in feedback is crucial, it's the most essential aspect of a fair hiring process. Giving different feedback to different folks just confuses things and can make people feel resentful. It's about treating everyone the same way, no favourites. Share feedback based on facts, not personal biases.

Be Open and Receptive: In a recruitment scenario, I provided feedback to a candidate who disagreed with my assessment of their teamwork skills. Rather than dismissing their viewpoint, I invited them to elaborate on their perspective. They provided specific examples from their past roles that I hadn’t been aware of, which demonstrated strong teamwork. This open conversation allowed me to reassess my initial feedback, and it also gave the candidate a chance to feel heard and respected. This experience underscored the importance of maintaining a two-way dialogue, where feedback is not just given, but also discussed and refined through mutual exchange. At the end of the day, we are all just human and no one is perfect.

From my experience, it's vital not to cut off the conversation after feedback. Closing the door prematurely leaves candidates feeling ignored. Being open to their questions and thoughts fosters a positive relationship. Actively listening and addressing concerns demonstrates the value placed on their input. It's about creating a two-way dialogue, a learning opportunity for both sides.

An interview is not only for you to find the best fit for your role; but for your candidate to find the best fit for themselves as well. Allowing ample time for them to ask questions and understand who you are as a company/leader is going to potentially start your working relationship off on a good foot and set the tone for communication moving forward should you both decide you’re a great fit for each other.

I am a huge feedback loops fan and you should consider: 1. Asking for feedback on the interview 2. Set up an NPS-style feedback loop after each interview. I did this whilst consulting for a blockchain business and it helped us when mapping the candidate journey, the things we could automate the things we should keep personal etc.

Celebrate Effort, Not just results, acknowledge and celebrate the effort candidates put into their application or interview process. Even if they fell short in certain areas, recognizing their hard work fosters a positive mindset and reinforces the idea that dedication is commendable.

Use the "Sandwich" approach to provide the feedback. Like "Good-Bad-Good" Start with the positive points that you liked, then add an opportunity where the person needs to improve, then finally add a few points on the positive side. With this way He/She is getting the right feedback and they will improve. This sandwich approach can be used in any scenario like personal as well as professional ways. Which will definitely save time and relationships! You can correlate with a few examples: * Auditors in closing meetings * Judges in the reality shows * Post match summaries after the loss from Captain or coaches etc 😊

Beyond these practices, it's crucial to be aware of cultural sensitivities and individual differences. Personalize your approach to feedback, recognizing that candidates have diverse backgrounds and experiences. Also, consider the emotional impact of your words. Be empathy. In summary, offering feedback to candidates in a way that is both constructive and encouraging requires a careful blend of timeliness, honesty, supportiveness, consistency, openness, and cultural sensitivity. Such an approach not only aids in the development of candidates but also enhances the reputation of your organization as one that values growth and fairness.

1. Appreciate the candidate for efforts taken for interview, be it in terms of time, travelling or preparation. 2. Once again clarify in detail the expectations for the role & its significance 3. Precisely describe, areas where he/she really done great job & few areas of opportunities to grow further. 4. Specify & suggest resources to candidate in areas of opportunities 5. Share references, profiles of a person who is really doing great job in similar area.