Is feedback Important at various stages of interview?

When was the last time you were given a feedback during an interview or after it? During last few months my friends have given a lot of interviews, to start their career after MBA.

One thing I have had been listening from them is they do not get feedback from recruiters as to why they weren’t selected after a particular round of interview. Moreover, there are companies from where they didn’t get any reply at all which made them more curious, that why do companies don’t inform them even if they are rejected.

So hello companies wake up and see this might be an area where you are falling back which might be a reason for developing a wrong image without even being aware of it. Feedback is really crucial for everyone be it a candidate or an employee working in a company. As a recruiter, it’s important to provide valuable feedback to the candidates you are interviewing particularly.

Providing interview feedback to candidate offers a number of benefits to company’s hiring process.

• It enriches your relationship with close matched (but not ideal for that role) candidates who can be transferred into your talent pool and considered for future vacancies

• It is also a form of professional respect to the candidate who’s taken time and effort to attend the interview.

• It also strengthens your reputation as an employer and is directly linked to the quality of applicants attracted to your future vacancies.

Now it’s not only the feedback you can give after an interview but it also necessary to provide feedback after every stage of an interview. For a particular candidate, how can a recruiter and a hiring team remember a candidate’s performance after every stage? Since there are a lot of candidates you screen and take interview of, it’s quite difficult to remember everybody’s respective performance in your mind.

hirexp’s recruitment software allows you to give ratings or scorecards to candidates after every stage of the interview. So far say you took telephonic round with a person and chooses him for the next round, there is an option of rating them based on their performance and this way you can review later as to how that candidate performed in that round.

But feedback is also a two-way street. Just like candidates would like to know what you think about them, they are also a key source of insights into the efficacy of your own systems. A real-time, non-intrusive and quick candidate experience survey enables to keep a check on how well your recruitment process is being implemented, how HireXP offers an entirely web-based, intuitive survey module that lets you seek this information from candidates within minutes.

To know more about this creative new generation software visit HireXP’s website https://www.hirexp.com/candidate-experience-software.html and you can book a demo too.

Often the biggest grouse that candidates have against potential employers is inconsistent information. They complain about being kept in the dark about the status of their application, not hearing back at all in case of a rejection, and just being made to feel as a number, not an individual. Informing candidates of your decision as quickly as possible and providing them with constructive feedback helps you provide a great candidate experience.

Through CanXP’s automated feedback mechanism that uses an integrated cloud telephony platform, you can ensure genuine feedback for candidates at every stage of their application. Keeping the candidates in the loop and being sincere in your communications with them, helps candidates feel not just better prepared and informed, but also respected as a professional.

While nearly all companies collect interview feedback, most miss out on the opportunity to use it to improve their recruitment process. Make interview feedback a competitive advantage by exchanging it with your candidates. They will appreciate your effort, and you will have your choice of top-tier talent in your pipeline when you’re ready to hire.

 Here are some tips – what to consider when preparing candidate feedback