Ghosting vs Leaving a Great Lasting Impression on Candidates
Our role as hiring managers and recruiters extends beyond evaluating candidates’ qualifications and skills; it goes beyond scanning CVs, interviewing, and shortlisting candidates. As recruiters, we hold the key to shaping an individual’s professional career and it is only right that we leave them with a positive impact, whether they land the role or not.
We at Recruit I.T. believe that one of the most crucial roles a hiring manager or recruiter can play in a candidate’s job-hunting journey is giving feedback and leaving a lasting impression – a good one at that.
We often hear stories of candidates being left in the dark after a dreadful hiring process, without any explanations or feedback on why they did not get the role. And gone are those days! As recruiters, we feel it is our duty to give constructive criticism, provide candidates with pointers on how to improve, and give honest and open feedback and reasons as to why they weren’t the final choice for a role. Consider it as a courtesy for acknowledging the other person’s time and effort.
After all, the hiring process should be a two-way street; the applicant sells him or herself, and we as recruiters evaluate their skills and provide the feedback they need to improve.
In this blog, we will explore the importance of providing constructive feedback to candidates and how it contributes to building strong professional relationships.
Empowering Personal Growth
When candidates invest their time and effort in applying for jobs, they deserve to know where they stand.
Think about it this way: How would you feel if you applied for a job, did your dues, sent your CV, attended interviews, and after a lengthy process, were left hanging and confused. You didn’t know whether you made the cut or not. It’s frustrating, let alone confusing and downright rude.
Constructive feedback serves as a valuable tool for personal growth. By providing specific insights into a candidate’s strengths and areas for improvement, we enable individuals to enhance their skills and develop professionally.
A well-thought-out feedback session can motivate candidates to work on their weakness and propel them toward success the next time they apply for a role.
Building Mutual Trust and Respect
Besides providing feedback, the manner in which it is given is highly important as it significantly impacts the relationship between the applicant and hiring managers.
By providing honest and timely feedback, we demonstrate our commitment to fairness and transparency. This fosters an environment of trust, where candidates feel valued and respected. Leaving them with a positive impression through timely, honest, and constructive criticisms can strengthen their trust in an organisation and encourage them to reapply, reconnect, or even refer other potential candidates in the future.
Remember, word of mouth is crucial. So, leave a good lasting impression on every candidate you engage with.
Enhancing Candidate Experience
A positive candidate experience is essential for maintaining a strong employer brand and attracting top talent. Offering valuable feedback after interviews or assessments shows candidates that their efforts were acknowledged and appreciated. This personalised touch elevates the candidate experience, leaving them with a sense of closure and ensuring a favorable impression of your organisation.
Candidates who have received constructive feedback are more likely to speak highly of their experience, increasing the likelihood of referrals and positive reviews that benefit the employer’s reputation.
Supporting Diversity and Inclusion
In today’s competitive job landscape, diversity and inclusion are vital components of a thriving work environment. By giving feedback and encouraging candidates from diverse backgrounds, hiring managers can contribute to the advancement of these highly valued principles.
Thoughtful feedback that focuses on the specific qualifications and skills required for the role, rather than personal biases, helps ensure a fair and unbiased approach to hiring and selection process. By acknowledging and addressing any potential bias, and removing these from the selection process, we play a crucial role in fostering diversity and creating equal opportunities for all candidates from all races, colours, communities, or gender.
Long-term Professional Relationships
The impact of feedback extends beyond individual job applications. Establishing long-term professional relationships with candidates opens doors to future collaborations and networking opportunities. Especially in New Zealand, where the job market is relatively small. You will most likely encounter the same people from the industry sooner or later.
By offering honest and timely feedback, we can create an environment where candidates feel comfortable reaching out for advice, insights, or mentorship. Such relationships are invaluable, as the very same candidates could become our potential clients, business partners, or advocates for our organisations.
The hiring process should serve both the hirer and the candidate, which is why efficient and transparent communication is essential.
Providing honest feedback and leaving a lasting impression on candidates is key to long-term professional relationships that transcend even after the deliberation process.
We must learn to communicate, be transparent, and unbiased. It’s time that we change the landscape and be more “human” in our approach to hiring.
After all, it’s humans that we’re transacting with, and our products are the human experience and skills that we get from these individuals.
