Feedback Doesn’t Have To Be Hard

“To escape criticism- do nothing, say nothing, be nothing” — Elbert Hubbard

When a recruiter tells a candidate post-interview “I’d like to share some feedback”,the candidate may translate it in their mind to “I’m going to tear you down”. They automatically imagine the worst case scenario and their defenses go up.

Here are some ways to help make those conversations more enjoyable and productive:

• Be direct, but positive

No one has time to waste. The candidate has already invested time and energy in the interview process. They’ve done their due diligence by learning about the company. They’ve taken time off for the interview. So do them a favor and get straight to the point. Don’t soften your feedback with “fluff”. Just make sure you follow it up with advice that will offer a better outcome on future interviews.

• Don’t make it personal

Be sure the candidate understands why the hiring manager didn’t think they were the right person for the job. Perhaps they interviewed someone better suited for the position, or their qualifications and experience were not exactly right for the position. This is not personal. It’s about matching the right job with the right person.

• Avoid using the word “but”

The word “but” automatically creates defensive play. The truth of the statement is what comes after “but”, so drop what comes before. Use this approach to teach and encourage your candidate and they will appreciate your input and respect your expertise as a professional.

• Offer a solution

Hopefully the candidate now knows what they need to improve or avoid doing next time. Their skills will be the right fit for another job in the future- probably sooner than later in today’s candidate-driven job market.

Honest and constructive feedback will be sure to build trust between you and your job candidates and will keep the door open for them to confidently come to you for career guidance… See? That wasn’t so hard