More and more candidates complain about the lack of feedback from interviewers. The complaints go against both interviewers of recruitment companies and internal recruiters of employing companies.
Feedback after an interview is the most basic form of respect that an interviewer should pay to an interviewed candidate! Even negative feedback is better than none!
Nobody really expects an interviewer to provide instant feedback (although this might happen as well and, constructively given, there is considerable value in learning from this prompt assessment); however everybody expects to have a comeback on the interview in a reasonable time frame.
Feedback moreover, should not be just a simple statement like: “We have chosen another candidate for the role”; “You did not qualify for the job opening”; etc. A development feedback would be the most respectful and professional way of treating a candidate: detailing on the reasons for not being selected, emphasizing the candidates’ strengths and weaknesses observed during her/his assessment, benchmarking the candidates’ skills and experience against the job requirements, offering advice on presentation skills for future job applications, providing consulting on appropriate jobs the candidate could apply for in the close future, advising on how to improve for aiming the targeted jobs on the long run, etc.
The development feedback creates a valuable feedback loop: the candidate begins to constantly think about what he has done and how he could have done better. He begins to question himself, to learn, to improve!
Not all people find it easy to accept feedback, especially if criticism is involved. This is the reason why interviewers should avoid criticism and chose constructive development feedback, even if the feedback points out one or several areas where the candidate should improve.
The interviewer plays a key-role in developing people. If the interviewer is unable to elaborate on the statements of a feedback to a candidate, then s/he is definitely a poor interviewer. If the interviewer never provides feedback, then s/he is not only a poor interviewer, but also an unprofessional, even disrespectful person.
I strongly recommend candidates to seek for an elaborate feedback from their interviewers and I advice them to learn to accept effective feedback as a development tool for both their professional and personal life.
Having said that, I militate moreover for a united approach of interviewers to incorporate development feedback as an unavoidable obligation in their relationship with candidates!
N.B.: I am unfortunately well aware of the fact that sometimes the feedback that interviewers need to convey is sadly delayed by circumstances that are not in their power zone (delayed management decisions, changes in the internal structure, reorganizations, sudden modification of job roles and job scope, interruptions of the recruitment assignment, etc.). At the same time, I am equally aware of the fact that interviewers find themselves quite often in a delicate position, when a feedback is difficult to be given (confidential company policies, conflict of interests, internal changes that are not related to the candidate, but that cannot be divulged, etc.). My recommendation for interviewers in such situations is to stay as close to the truth as they can and to ‘compensate’ in front of the candidate even more, by assisting her/him with valuable feedback on her/his performance and relevant advice for future job interviews.
Featured Artist & Copyright: Daniel Balanescu