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Provide feedback

Published on Saturday, 26 Jul 2014
Katharine de Vaal

Following an unsuccessful interview, one of the most frustrating, and unfortunately all-too-common, occurrences is that of not receiving any feedback. The importance of post-interview feedback should not be underestimated.

There is considerable evidence that a candidate's negative experience can have a much broader impact on an employer's brand and its ability to recruit top talent. Furthermore, not providing any feedback can very easily be seen to be a reflection of the company's management process.

It is important to recognise that candidates have invested time on the interview process, both in terms of research and in taking time off to attend what can be, in many cases, multiple rounds of interviews.

When, in return, no feedback is relayed, it is not only disappointing for the candidate, but it is also likely that they will tell others about their experience - and they won't be saying what a great company it would have been to work for.

Giving feedback when a candidate is not successful may feel uncomfortable, but it does not need to be an unpleasant experience. Keeping good interview notes that can be referred to, being honest and telling candidates something useful are all good tips.

It doesn't take much effort, but providing this type of feedback will result in candidates coming away with a positive impression of the company, and this message will in turn spread.

Simply providing feedback is one of the easiest and most effective ways for an employer to positively stand out and differentiate itself from its competitors. Why this simple act is so regularly ignored remains a mystery.

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