The document discusses why recruiters should provide feedback to candidates after interviews. It argues that recruiters have a bigger role to play in candidate development beyond just filling openings. By giving feedback, recruiters can help candidates highlight their strengths and better apply for future roles matching their skills. The document provides a framework for how recruiters can structure feedback, including describing the context, objectively observing what was said and done, mentioning the impact on decisions, and deciding next steps together. It also notes that candidates are promoters of the employer brand, so failing to give them feedback wastes promotion money.

1. Why don’t I get feedback
from recruiters?
For the full article you can access our site
http://psihoselect.ro/feedback-recruiters

2. I believe that the reason some
of the recruiters don’t
offer feedback is the lack of
vision and the impact that their
work could have. They reach
their goal, close the position
with the person who fits in the
best, and happily announce
their boss the result in a report.

3. But our part is much
bigger. We contribute to
the training part of the
candidates we come into
contact with and even
more, to their
development.

4. Some people are more
receptive than the
others and they quickly
integrate and implement
information. Then, at
the next interview they
know how to better
highlight their strengths
and how to apply for the
jobs where their skills
are most appreciated.

5. But how do we give this
feedback?

6. Describe the context. Mention dates
about the context in which the
discussion or the action to which you
want to refer took place. Moreover, you
can mention the moments with
emotional charge for any of the parties
involved in the interview.

7. What you have observed. However difficult it may be, this is the stage
when you remain objective, you refer to facts/ actions/ statements and
have a neutral tone, without an emotional charge. In no way should you
judge or accuse.

8. Mention the impact. I mean what
determines your decision as a
recruiter, whether we are talking
about positive or negative reactions.
This is the time to mention the causes.

9. Next steps. Decide
together with the
candidate which are
the next steps. You
can help and guide
him with the
information you have
about the labor
market.

10. Why give feedback to the
candidates?
Because they form their employer
brand! You can allocate money from
the budget to promote the company’s
brand on media channels, online, etc. If
the candidate who participated to the
interview, does not receive even a
phone call with a response, the money
is thrown out the window. The
candidate is the real promoter of your
company.

11. Drag,
Claudia