Share Interview Feedback with Hiring Managers: Why It Matters

Interviewing candidates is a crucial step in the hiring process. Not only does it allow hiring managers to assess a candidate's skills and qualifications, but it also gives candidates the opportunity to showcase their strengths and determine if the company is the right fit for them. However, while most hiring managers focus on evaluating candidates, they often overlook the importance of sharing interview feedback with the rest of their team.

According to research, just as you are interviewing a candidate, they are also interviewing you. In fact, candidates are increasingly looking for a transparent and communicative hiring process. This means that providing them with timely, constructive feedback is essential in creating a positive candidate experience. In this article, we will explore the importance of sharing interview feedback with hiring managers and how it can benefit both the company and the candidate.

The Power of Feedback

Feedback is a powerful tool that allows individuals to understand their strengths and weaknesses, and ultimately improve themselves. This applies not only to employees but also to candidates. More often than not, candidates actually want interview feedback. In a study conducted by Debut, it was found that 77% of over 70,000 18-23-year-olds agreed that feedback after an interview is important. Yet, only 41% of them have received feedback after an interview.

Providing candidates with feedback allows them to understand how well they performed during the interview and gives them valuable insights into areas they can improve on. This not only helps them in their job search but also creates a positive image of your company. Candidates who receive feedback are more likely to have a positive perception of the company, even if they were not offered the job. This means that even rejected candidates can become brand advocates for your company if they have had a positive experience with the interview process.

The Benefits for the Company

Sharing interview feedback with hiring managers not only benefits the candidates but also the company itself. Firstly, it allows for better decision-making. Hiring managers can discuss their feedback and impressions of the candidate with the rest of the team, leading to a more informed decision on whether to hire the candidate or not. This helps to avoid any biases or assumptions and promotes a fair and objective hiring process.

Moreover, providing feedback can help to create a pipeline of talent for the company. In today's competitive market, it is crucial for companies to maintain a positive employer brand and attract top talent. By providing feedback, candidates are more likely to have a positive experience and spread the word about your company, leading to a larger pool of potential candidates for future openings.

Another benefit of sharing interview feedback is the potential for improvement within the company. By providing feedback, hiring managers can identify areas of improvement in the recruitment process and make necessary changes. This can lead to a more efficient and effective hiring process, saving time and resources for the company.

How to Share Interview Feedback

Now that we have established the importance of sharing interview feedback, let's discuss how to effectively do so. Firstly, it is essential to provide timely feedback. Candidates are likely to be waiting anxiously for a response after an interview, and delaying feedback can create a negative candidate experience. It is best to provide feedback within a few days of the interview, even if the decision has not been made yet.

When sharing feedback, it is important to be specific and constructive. Avoid general statements and provide examples of areas the candidate excelled in and areas they can improve on. This allows the candidate to understand their strengths and weaknesses and work on them for future interviews.

It is also crucial to remain professional and empathetic when sharing feedback. Remember that the candidate has put in time and effort to prepare for the interview, and constructive criticism should be given with the intention of helping them improve, not tearing them down. Additionally, it is important to be mindful of any biases and provide feedback based on the candidate's qualifications and performance during the interview.

Conclusion: The Importance of Sharing Interview Feedback

In conclusion, sharing interview feedback with hiring managers is crucial for creating a positive candidate experience and improving the recruitment process. It not only benefits the candidates but also the company in terms of decision-making, employer branding, and process improvement. By providing timely, specific, and constructive feedback, companies can create a more transparent and effective hiring process, leading to a higher chance of attracting top talent and building a strong employer brand.

So, the next time you conduct an interview, don't forget to share your feedback with the hiring managers. It may seem like a small step, but it can make a significant impact on the overall recruitment process and the candidate's perception of your company. Let's work towards creating a more transparent and communicative hiring process for the benefit of both the company and the candidates.