The Importance of Feedback from Hiring Managers: Enhancing Recruitment and Candidate Experience
In the fast-paced world of recruitment, time is often of the essence. Yet, one crucial element of the hiring process is sometimes overlooked or undervalued: feedback from hiring managers. Whether it’s on CVs or post-interview evaluations, timely and constructive feedback can be a game-changer, benefiting both recruiters and candidates.
Why Feedback on CVs Matters
Recruiters aim to present hiring managers with candidates who are not only qualified but also aligned with the role’s specific requirements. However, even the most experienced recruiters can benefit from detailed feedback on CV submissions. Here’s why:
- Refining the Search: Feedback on why certain CVs don’t meet the mark allows recruiters to adjust their search parameters. Was the candidate’s experience too niche? Were their skills not clearly demonstrated? Such insights help recruiters recalibrate and hone in on candidates who better match the hiring manager’s expectations.
- Avoiding Wasted Time: Without feedback, recruiters may unknowingly continue presenting similar profiles that fall short of the role’s needs. This wastes valuable time for both parties and delays the hiring process.
- Improving Long-Term Collaboration: Constructive feedback fosters a stronger working relationship between hiring managers and recruiters. Over time, recruiters gain a deeper understanding of the company’s culture, team dynamics, and hiring priorities, leading to more effective candidate sourcing.
The Importance of Interview Feedback for Candidates
For candidates, the interview process represents a significant investment of time and effort. They research the company, prepare for questions, and often rearrange their schedules to attend interviews. Providing them with thoughtful feedback isn’t just a courtesy – it’s a professional responsibility.
Key Benefits of Post-Interview Feedback:
- Promoting Professional Growth: Feedback helps candidates understand their strengths and areas for improvement. For instance, a candidate may excel in technical knowledge but need to improve their presentation skills. Clear feedback allows them to take actionable steps to grow professionally.
- Maintaining a Positive Employer Brand: When companies provide constructive and respectful feedback, it leaves a lasting impression on candidates, even if they weren’t selected. This goodwill can result in positive word-of-mouth and a stronger reputation in the talent market.
- Encouraging Candidate Engagement: Candidates who receive feedback are more likely to stay engaged with the company for future opportunities. Even if they don’t land the current role, they may consider other positions or recommend the company to peers.
- Closing the Loop: By acknowledging a candidate’s efforts and providing closure, hiring managers ensure a respectful and professional process. This can prevent frustration and dissatisfaction that arise from silence or generic rejection emails.
How to Provide Effective Feedback
- Be Timely: Feedback is most effective when provided promptly. Delays can diminish its relevance and impact.
- Be Specific: Vague comments like “not the right fit” don’t offer much value. Instead, focus on specifics, such as, “We were looking for more experience in surgical device sales” or “The candidate demonstrated great technical skills but lacked the confidence needed to lead presentations.”
- Balance Positives and Areas for Improvement: Highlight what the candidate did well before addressing areas for growth. This approach keeps feedback constructive and balanced.
- Keep It Professional: Avoid language that could be perceived as personal or overly critical. Frame feedback in a way that is actionable and respectful.
The Ripple Effect of Feedback
When hiring managers commit to providing consistent and constructive feedback, it creates a ripple effect across the entire hiring process:
- For recruiters, it leads to more targeted candidate searches and faster placements.
- For candidates, it fosters growth, engagement, and respect for the company.
- For the company, it strengthens its reputation as a professional, candidate-focused employer.
Feedback isn’t just a nice-to-have – it’s an essential part of building a recruitment process that benefits everyone involved. By making feedback a priority, hiring managers can ensure a more efficient, respectful, and successful hiring journey.
Author: Jamie Ruffle
Date: 24 January 2025
