Dealing with a candidate who seeks feedback post-interview. Are you prepared to handle their persistence?

1 Understanding Needs

Understanding a candidate's need for feedback is crucial. It's often about more than just curiosity; it's a desire for personal growth. When a candidate follows up for feedback, acknowledge their request and the effort they've put into the application process. Explain that while you appreciate their interest in self-improvement, feedback can only be provided based on the company's policy. If your policy allows, offer constructive criticism that focuses on strengths as well as areas for improvement, ensuring it's clear, concise, and actionable.

2 Policy Clarity

Before the interview process begins, it's essential to have a clear policy on post-interview feedback. This ensures consistency and fairness for all candidates. If your policy allows for feedback, make sure it is standardized to avoid any potential legal issues. When a candidate asks for feedback, refer to this policy and explain it to them. If feedback is not provided, ensure the candidate understands this is a standard practice and not a reflection of their individual performance.

3 Constructive Feedback

When providing feedback, aim for constructive criticism that helps the candidate in future applications. Begin with positive aspects of their interview to encourage them, then address areas where they could improve. Be specific and objective, focusing on job-related skills and interview performance rather than personal attributes. Remember, the goal is to help the candidate grow professionally, not to discourage them.

4 Setting Boundaries

It's important to set boundaries when dealing with persistent candidates. If your company policy allows for one round of feedback, make this clear from the outset. Be firm but polite in reiterating your position if further requests are made. This helps manage expectations and prevents any misunderstandings. It also ensures that you respect the time and resources of your company while still addressing the candidate's needs.

5 Professionalism First

Maintaining professionalism throughout the feedback process is key. Regardless of the outcome of their application, treat every candidate with respect and courtesy. If you're unable to provide feedback, explain this decision professionally, ensuring the candidate feels heard and valued. This approach not only reflects well on your company but also leaves the candidate with a positive impression, which is important in today's connected world.

6 Feedback Timing

Timing is everything when it comes to feedback. If your company policy allows for it, schedule a time to discuss feedback that is convenient for both parties. This ensures that the candidate is prepared to listen and you are able to give them your full attention. Timely feedback is often more valuable as the experience is fresh in both your minds, making it easier to recall specific details that can lead to more meaningful insights for the candidate.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?