Picture this: You finish an interview for a job that you really want, then you go home and begin the suspenseful waiting to hear whether or not you got it. A day passes, then two, and before you know it, a whole week goes by and you STILL haven’t heard anything back from the company! You’re left confused and wondering what happened and what you could have done better.
Ideally, the recruiting process shouldn’t be this bad, but with the way things are now, this is a pretty common and frustrating experience. Most candidates often deal with it when they are looking for a new job.
As recruiters, it is our responsibility to make sure that the candidate experience is positive and that they receive timely feedback. We've collected just a few of the reasons why you need a feedback loop in your hiring strategy
1. Clear Lines of Communication
Having a feedback loop in place with your company, not only benefits candidates that apply, but will actually help your company in the long run as well. Recruiters and hiring managers have managers that they report to, and any delay in the line of communication means valuable talent is slipping away!
With a system designating procedure and policy of communication between recruiters and hiring managers, recruiters will be able to fine-tune the hiring process and even narrow down the requirements for the job position you are looking to hire for.
Most people think that the feedback is one way: from the company to the candidate telling them if they got the job or not and why or why not. However, by receiving feedback from the candidate on what they thought about your company’s recruiting process can give valuable insight on ways to improve and streamline the procedure. Feedback from people that apply can help you improve interview tactics or may even lead to implementing new candidate channels and skill analysis methods.
2. Constant Contact with Candidates
This shouldn’t come as a surprise, but while companies are interviewing and considering multiple candidates, candidates are also considering between multiple companies! Gone are the days where people interview with one job and waiting to see the results before trying for the next job.
Candidates now send their resumes and interview with many different companies and see which ones reply back positively before choosing. So keep in mind that without a good feedback loop in play, by the time you contact that one perfect candidate to tell them they got the job, they may have already chosen to go with another offer.
Staying in contact with your candidates throughout the hiring process will set you apart from the rest of the competition. Even if it’s just some form of “we’ll get back to you soon” so that they’re not kept hanging, any form of contact is better than waiting in suspense! If people don’t hear back from you about the results of an interview or recruitment effort, or if they just get a “rejected” email, they’re going to have unanswered questions and probably think poorly of your company.
3. Good Candidate Experience
With how well everyone is connected these days, a bad experience with you can quickly get around (Like the United Fiasco for example). Not having a feedback loop could negatively affect your image and result in bad publicity and reduce the people that apply in the future.
I remember an experience I had once when I was applying for a position. I went through a phone interview, a skills test, and then got flown out to the company to have the meeting in person. A day after, my interviewer called and told me that they really liked me, but couldn’t hire me due to some company policies and requirements involving Visas and whatnot.
Although disappointed, I was really impressed by the whole recruitment process in general and the closure. It was a way better than the typical “wait-for-a-long-time-and-get-rejected” experience that I had with other companies. I still keep in touch with that company and they reach out whenever they have contract work.
Talent is four times more likely to consider your company for a future opportunity when you offer them constructive feedback, yet only 41 percent of candidates have received interview feedback before.
Leaving candidates with a good feeling basically, keeps the door open for future interaction and maybe even referrals. If they don’t end up getting the job, they’ll still have your feedback answering the question of why they didn’t get it and maybe even ways they can improve for their future job searches. They’ll view your company in a positive light and stay in contact.
Whatever your hiring process is like, there is a better chance of you getting something from positive and beneficial to your company if you have a feedback loop in place. By taking the time to show candidates you respect their time and effort for applying with your feedback loop, they will likely respond favorably in return.
So maybe the candidate applying might not fit your position right now, but maybe after a year interning at another company will give them enough experience to apply again in the future. Maybe they’ll be a customer of yours someday. Or maybe after getting feedback, they refer one of their friends with all the qualifications you are looking for! Relationships are easy to maintain later on if candidates have a good opinion of your company.
With ProSky’s platform, applicants will be able to see where they are on the hiring pathway. Everything is transparent and they know exactly what comes next in the process. Throughout each step, your company will be able to interact with and give feedback on how they’re doing. This is just one of the many benefits of our new Pathways feature, sign up for a demo today!