You may be nervous about giving interview feedback . You don’t want to upset the person by telling them they’re not right for the job. So instead you inadvertently upset them even more by not contacting them at all, damaging your employer brand in the process.
It can be a daunting prospect to contemplate. After all, we’ve all heard the stories about disgruntled candidates who don’t take “no” for an answer and who challenge recruitment decisions and threaten companies with discrimination claims. It’s no wonder that a prospective employer would rather say nothing at all than risk leaving themselves open to a claim by giving interview feedback to an unsuccessful candidate. Handled correctly, however, you can ensure that unsuccessful candidates have no reason to complain about your company and you can even make them into ambassadors for your brand.
Giving feedback after unsuccessful job interviews is an essential part of interviewing. It’s important to give feedback on all applications but it’s even more important to do so after interview. Recent research amongst 1600 adults in the UK found that “the biggest recruitment bugbears for jobseekers was not being told that their attempts at employment had been unsuccessful (46%), followed by lack of feedback about their application (39%).” Not only that but people don’t tend to keep quiet about their experiences – they tell their family and friends – they’ll even tell their wider social circle on Twitter and Facebook too.
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