When it comes to making job searches easier, two things are key – research and feedback. Both play an important role on either side of the interview table. Job candidates, clients and recruiters can all benefit from timely and honest feedback along with dedicated research.
Research is Knowledge
Candidates are encouraged to do research prior to interviewing with a company, not just to check for bad reviews, but to learn more about the company. This list from CIO.com recommends eight sites to use for research prior to interviewing. Glassdoor is at the top of the list providing reviews, salary insights and information on company culture and leadership. This can be valuable information that candidates can use to make informed decisions and drive the conversation during the interview.
Employers and hiring managers should also research their company. You will likely find reviews about how candidates and employees have rated your company. A word to the wise – you may not like all of what you see, but it’s important to know what candidates are seeing so that you are prepared to address any questions or concerns. There will be an occasional bad review that can be written off as a disgruntled employee, but when you start seeing unfavorable trends, you may need to look internally.
Feedback is Preservation
Let’s face it, everyone is hungry for feedback. Whether you are looking for your next vacuum cleaner or a reliable guy to fix your air conditioning, you want to know what everyone else thinks about your options. The staffing business is no different. Feedback is an important component and needs to come from all parties involved – the candidate, recruiter and client.
From the recruiter’s standpoint, providing honest feedback to candidates leaves them with a favorable impression and will help foster good will over time. Good candidates put in a lot of effort when applying, and those who finish in the top three positions deserve to hear feedback on why they didn’t receive an offer. And if they don’t hear anything from you, there are plenty of channels they can use to make their dissatisfaction known. Leave candidates with a good feeling about the process and they’ll be more likely to recommend you to their job-hunting friends.
But recruiters should be cautious as some comments can open the door to legal action. Feedback from recruiters should be verbal and constructive about things to do differently in future interviews. Recruiters should avoid criticism of anything personal that the candidate cannot change.
And, recruiters rely on timely feedback from clients to deliver information to their candidates. Clients, it’s in your best interest to give honest feedback on candidates and interviews if you want to receive good, quality candidates.
Feedback from the candidate is beneficial for recruiters. Good insight into how a company conducts its interviews and the impression it leaves with candidates can be very helpful when the recruiter has other jobs to fill at that company.
The key to building lasting professional relationships in feedback. By keeping candidates and clients up to date on the interviewing process and outcome, I’m able to continue working with them on future projects and job searches.
These are some key points in providing feedback to candidates that I have found helpful in my career:
- Be honest.
- Be factual.
- Treat people the way you would like to be treated.
- Provide and share any skills assessment information.
- Don’t be afraid to share bad news or offer constructive criticism.