With the recent campaign #fightforfeedback taking place, Quarsh wanted to put forward our opinion on whether companies should provide feedback to candidates.
It’s a great feeling finding a job advert that you are well suited to. This excitement escalates when the company contact you to arrange an interview.
You invest your time into researching the company and the possible questions they could ask, whilst mentally preparing yourself to ace the interview.
Throughout the interview you felt a strong rapport had been built with the interviewer whilst providing great answers to the questions asked. You felt confident and positive when leaving the interview, now all there is to do is wait for the phone call to hear whether you are being offered the position – all in all, you’re feeling rather chuffed with your performance…
That is until you receive the standardised rejection template that lacks feedback and you’re left wondering why they came to this decision. You must admit, you’re a little disappointed by their decision and would like to know why. Surely, you have a right to know, right?
Yet, so many companies are suddenly silent when feedback is asked for. Understandably, it’s a very delicate area where offence can be taken and serious problems can occur. The feedback needs to be honest, but meticulously thought-out. If a candidate asks for feedback it should not be ignored. Legally, a candidate can ask for copies of their interview notes up to 6 months after interview.
All companies, large or small, are busy. If you are sending out a standard rejection template, add details of an employee they can contact to ask for feedback. From here a phone call can be organised, allowing time for the company to build honest and professional feedback and the candidate gains valuable constructive criticism that he/she can apply to future interviews. Everybody wins.
What could happen if the company chooses to ignore? In the age of social media, one bad tweet or blog can cause negative effects to your company’s employer brand. If you ignore your candidates request for feedback this ruins any future relationship (especially if said candidate was a close runner) and a terrible impression is made. People talk, whether it be on social media or word of mouth. This candidate can have an impact on the reputation of your business. Glassdoor, Twitter, Facebook and every other social media platform can all provide information about your company, if you have given an undesirable impression it is there for everybody to see. When applying to jobs, candidates research the company to find any information regarding company culture, benefits and reputation. They value the opinion of their peers and their experience over how the company chooses to market themselves. Therefore, it is important that your company’s interview process allows interviewee’s to have a positive experience. By doing this, you’ll attract the best employees. If you have an impeccable process, your rejected candidates finish the interview process with a high opinion on you as a company - you have now built a talent pool of possible future candidates.
One thing that is important to not forget, as a company, when interviewing candidates, you’re selling yourself just as much as the person interviewing for a role.