When interviewing candidates, getting every stage of the hiring process right is vital to keep the best talent in the funnel.

A major part of this is delivering feedback.

Will Martin explains to us how IT Solutions & Services Providers should be delivering feedback to their candidates:

“Throughout the hiring process, you’ve done everything in your power to ensure that all candidates reaching the interview stage are a good fit.

Unfortunately, sometimes that’s not the case.

When candidates fall short in the hiring process, it’s vital that you relay honest and constructive feedback.

First and foremost, delivering feedback is a common courtesy. Someone has taken the time to update their CV, learn about the role and your company and got excited at the prospect of joining your business.

Secondly, by delivering comprehensive feedback you will continue to promote good rapport with the candidate for the future. Many candidates remember businesses which took the time to relay interview feedback and respected them as an individual. If and when you go back to them with another opportunity, you will get a far warmer response. They may also be compelled to push your business as an excellent employer to their friends and other colleagues who may be looking for a new role. This is a result of having a positive experience with your company even though they fell short in the process.

By not relaying feedback you can leave a candidate hanging and create a bad image in their minds of your business.

People are are far quicker to publicly condemn a business after a negative experience.

At all times in the hiring process you need to consider these things when dealing with candidates.

How should you deliver feedback?

Well the best way is directly over the phone.

It gives you a chance to have a two-way conversation with the candidate, and give them a constructive reason behind the decision rather than a just a cold email saying “thanks but no thanks.”

Delivering feedback over the phone will enable the candidate the get a better understanding as to why they weren’t right, and what they can do to give themselves a better chance at opportunities in the future.

It’s also a lot more personal, and will again elevate their opinion of your business.

If you can’t get hold of the candidate on the phone, always send an email.

Keep the email positive. Pick out some of the positive elements of their interview. Don’t just make it all about why they were unsuccessful.

Then deliver the news in a caring and considered way.

You should also give them the option to call in to get a more detailed explanation over the phone.

Delivering candidate feedback in this way will help you to maintain a positive image, set up opportunities for the future and strengthen your employer brand.”

Need help today?

Give us a call on 020 3617 1040 or email hello@infraview.co.uk