Don’t Ghost! Why Candidate Feedback is the Ultimate Power Move

Picture this: you put on your interview suit, ace the questions, and leave feeling like you nailed it. Then…radio silence. Weeks go by, emails bounce back, and you’re left wondering what happened. This, my friends, is the dreaded applicant ghosting – and it’s surprisingly common. But what if I told you there’s a way to stand out from the crowd, improve your hiring process, and maybe even gain a superfan in the process? Enter the magical world of candidate feedback.

Forget the black hole, embrace the feedback loop:

Let’s be honest, getting rejected sucks. But not knowing why? That’s a whole other level of frustration. Providing feedback, even for unsuccessful candidates, shows respect for their time and effort. It allows them to learn, grow, and potentially become future rockstars for your company. Plus, in the age of online reviews and social media, positive candidate experiences can go a long way in boosting your employer brand.

Benefits beyond ‘it’s the nice thing to do’:

1. Attract top talent: Showcasing transparency and a commitment to professional development makes your company more attractive to quality candidates. Who wouldn’t want to work for an organisation that invests in people, even those who aren’t a perfect fit this time around?
2. Sharpen your interview skills: Analysing candidate feedback helps you identify areas where your interview process could be improved. Maybe a specific question isn’t yielding the insights you need, or the format needs tweaking. Feedback is a goldmine for refining your hiring strategy.
3. Build a talent pool: Unsuccessful candidates who receive valuable feedback might be a perfect fit for a future opening. By keeping the door open and fostering positive relationships, you create a network of pre-vetted talent ready to jump on board when the right opportunity arises.

Making feedback fab-u-lous:

1. Personalise it: Don’t send generic templated emails. Briefly highlight specific strengths and areas for improvement based on the candidate’s profile and interview performance.
2. Be constructive: Focus on actionable advice, not just criticism. Suggest resources or suggest how they could strengthen their application for future roles.
3. Time is of the essence: Don’t let weeks pass before reaching out. Aim to provide feedback within a reasonable timeframe after the final decision.

Remember, candidate feedback isn’t just about being polite; it’s a strategic move that benefits everyone involved. So, ditch the ghosting and embrace the power of feedback. You might just be surprised at the positive impact it has on your recruitment process and your employer brand.