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Feedback - UR Doin it Wrong
And I find that really disappointing. It has become the status quo, an acceptable part of the process where job seekers just have to accept a line not as dramatic, yet not dissimilar to "I'm sorry, candidate, but you were not successful for the role, and our client isn't telling me why. Good luck with life."
It's a weird way to close down a job opportunity. In fact, there's no closure there at all, and the poor job seeker can be left in limbo, wondering what they did or didn't say in the interview that cost them the job. A candidate who has spent a week preparing to do the interview dance, reading up on the company profile, and researched the interviewer's Linked In profile. What an uncomfortable end to a process.
This is where constructive feedback from the interviewer can really help develop and hone a candidates' interviewing skills, and ultimately help them find a job.
If a candidate bombed in a behavioural based interview, didn't wear the right shoes, or upset you when they tried to guess your age, or whatever reason they were unsuccessful; help them understand why. Give them some feedback, so they can continue to perfect their interviewing craft, so they can maybe stop interviewing one day.
Your recruiter can help with this, hiring manager. Have a conversation with them, be respectful, when providing them feedback, but be honest. We can help relay that information, and coach the candidates effectively.
If a candidate bombed in a behavioural based interview, didn't wear the right shoes, or upset you when they tried to guess your age, or whatever reason they were unsuccessful; help them understand why. Give them some feedback, so they can continue to perfect their interviewing craft, so they can maybe stop interviewing one day.
Your recruiter can help with this, hiring manager. Have a conversation with them, be respectful, when providing them feedback, but be honest. We can help relay that information, and coach the candidates effectively.
Cheers and have a great day!
Laura
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