Closing the loop: How to give candidates the feedback they need

Tell me something, anything about why I didn’t get the job! Candidates continue to want some sort of feedback on how they did in their interview. But companies continue to say they don’t have the time to provide it or that they’re concerned about pushback or even lawsuits from candidates. My perspective? It’s totally do-able.

Here are some simple tips to help you give candidates the feedback they need:

• Keep it timely. Get the information to the candidates as soon as possible after the interview.

• Think ahead. Plan out the types of feedback that are appropriate to share. Be honest but kind.

• Be helpful. Make sure the candidate can make adjustments to improve based on the information you share.

• Be specific. Share examples and make suggestions for improvement. Ensure your feedback includes positive examples as well.

• Offer feedback on all parts of the process – from resume and application to interviews. 

• Develop a framework. Having a process in place makes giving accurate, consistent feedback to all candidates easier.

To me, if a candidate took time off work, traveled to meet you, and was interviewed in person or online by multiple people, they are at least owed a phone call (not just an email) that provides them with as much detail as you can give them. Take a closer look at how you’re sharing feedback with your candidates – they will thank you for it.

“Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.” – Frank A. Clark