Wednesday, July 6, 2022

How To Provide Feedback To Applicants After A Job Interview

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Feedback to job applicants is something that puzzles a lot of employers, however, it’s possible to really benefit from it and also help those that went for a job – here’s how.

  1. Have a simple scoring system in place.

One of the easiest ways to provide timely feedback to job applicants is by scoring them using a standardized template for all of the candidates. Chances are, there are some key metrics that you are going to be using when deciding who to hire. Instead of having to spend your time during the interview jotting down notes, you can listen carefully to their responses to your questions. Then, after the interview, you can rate them based on metrics such as their overall skill level, their job-related abilities, and their attitudes and behavior. Scoring all of the applicants using the same scale can make it easier to compare them with one another.

 

  1. Write down your impressions right away.

The best time to summarize your thoughts and to come up with constructive feedback is directly after an interview while the candidate is still fresh in your mind. This is particularly important if you are going to be interviewing multiple applicants for the same position. Instead of putting it off until later, do it right away. That way, you will be far more likely to accurately remember key information about each applicant.

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  1. Provide feedback within a reasonable amount of time after the interview.

Don’t leave applicants hanging. Instead, do your best to provide them with feedback as soon as possible after their interview. If it is going to be a while before you are done interviewing candidates, be sure to tell each applicant that at the end of their interview so that they know not to expect a response right away. If you keep them waiting too long without providing them with any updates, it can cause unnecessary anxiety. It can also make it more disappointing for them if they don’t get the job.

 

  1. Provide constructive feedback.

Applicants can benefit from honest — yet constructive — feedback about their performance during the interview. If they had a terrible interview, you should avoid tearing them down. Being excessively cruel is unnecessary. At the same time, you shouldn’t try to sugarcoat things. If there are areas where the applicant could improve, make sure that you provide honest feedback. Try to frame everything in a constructive way, helping candidates improve their interviewing skills over time. Your goal is not to make the person feel bad about themselves or to ruin their confidence. At the same time, however, you shouldn’t artificially inflate their ego. By providing honest, constructive criticism of their interview, you can let them know why they were not accepted for the job in a way that can help them do better in the future. Be sure to back up your opinions with clear-cut examples from the interview.

 

  1. Keep things positive.
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Although an applicant may not be perfect for one role, they may be a good fit for a future role at your company. Avoid burning any bridges. Instead, make sure that you end every interview in a way that is positive and that puts your company in a good light. You don’t want to ruin your company’s reputation by being dismissive or unintentionally rude to applicants. Even if they don’t apply for a job in the future, they may talk negatively to their friends about your company, making it harder for you to find willing applicants. By treating everyone with respect and doing your best to keep the process positive, you can develop a reputation for fairness that will have potential applicants flocking to your company in the future.

 

After a job interview, candidates appreciate receiving feedback on their performance. You can make the process easier by coming up with a streamlined process that allows you to track each applicant and provide them with timely feedback. Ideally, you should let people know that they didn’t get the job as quickly as possible after the interview. Although telling someone they aren’t getting hired can be unpleasant, it also provides you with a great opportunity to help them do better in future interviews.

If you’re looking for more help on this matter, here are some good tips from Redline.

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Sara Revonia
Sara Revonia
Entrepreneur, Speaker, Author, and Mom. Sara Revonia’s articles are about business, life, and Entrepreneurship.
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