Why lack of Interview feedback is bad news

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Giving candidate feedback is important for both the candidate and the client. In fact not giving good, constructive candidate feedback really is bad news for your business. Having been established in the recruiting industry for over 19 years, Remtec has first hand experience on the negative effects lack of relevant interview feedback or giving no feedback at all has on your company.

 One example that springs to mind was a candidate interviewed for a role from a competitor company. Similar location, similar product range, our interview of the candidate went well and on paper he ticked all the boxes, so much so the client arranged to interview him. The candidate feedback was very positive and he was very excited about the opportunity. Unfortunately, it took 10 days to get the client feedback, which was along the lines of ‘lacks the device experience we need as he has been out of devices for some time’. How so? The candidate was currently working for a competitor with similar devices. My first reaction was they must have got the candidate confused with another. How do you go back to a candidate with feedback like that when it just isn’t true? And what damage is this doing? This article explores key areas where failing to give good feedback is having a negative effect on you and your company.

  1. Damaging the company’s reputation. If a candidate receives lack of feedback or even worse, no feedback at all, it could be damaging your company’s reputation. Candidate experience is key in this sector; candidates have a wide network of contacts who they will relay their experiences to. We recently interviewed a candidate who, following the interview process, contacted us just to say thank you for the experience. We didn’t offer the position to this individual; but they still asked us to stay in touch, and have since gone on to refer clients to us. The final step in the recruiting process is to provide good feedback and leave a positive lasting impression of the company.
  1. Damaging your personal reputation. You have given up your time to interview a candidate, promoted your company, the role and what you can offer them. Equally, the candidate has done the same. Providing no feedback leaves the process open and the candidate walks away feeling disappointed with the experience which they will no doubt share with people in their network. Where possible, always make the feedback for the individual relevant. Make it personal! This is such a simple way to help others understand areas they can improve on for future interviews, if they are unsuccessful. Giving candidates tailored constructive feedback could enable them to get their perfect role next time. Believe me, they will appreciate and remember you for it, and you never know when your paths will next cross.
  1. Unmotivated recruiter. Candidate feedback helps your recruiter find the perfect fit for your role! If we send you a candidate and receive no feedback, how can we refine the search? Communicating your needs is so important for your recruiter to find your ideal candidate. We can interview candidates and match the perfect skill set and personal specification, but we are not in the interview so we cannot see how the candidate performs on the day. Your feedback is key to ensure we find more of the same or change the search accordingly. Recruiters will prioritise their client’s roles by who are good communicators and create a candidate experience that leaves a lasting impression for all the right reasons.
  1. Why wait to give feedback? It’s best to give it as soon as possible. If you know you’re going to hire somebody, great – tell them. If you know you’re not going to hire somebody, tell them that too. Put yourself in the shoes of the candidate, there’s nothing worse than waiting around for something that you don’t get! Also, if you delay telling somebody that you want them you could lose them to your competition.
  1.  Time is money – stop wasting it! How much time do you invest in recruiting? Typically our clients will interview on average 5 Candidates for a live vacancy, it can be very time consuming trying to find that perfect hire. Why would you not finalise the recruiting process by not giving good, relevant feedback? We have known candidates who have been flown to an interview in another country, had a great experience right up to receiving feedback, or lack of feedback as to how they’ve performed. So what was the point? All of that time and expense, and a candidate who is no longer seeing you or the company in the best light.
  1. Candidates take up references too. When we approach a candidate about a role, they go away and research. They look at the company history, performance, product news and talk to people in their network to get the inside insights – about the company and the person/s who are going to be carrying out the interview. Quite often a candidate will make a decision to attend an interview based on the information they have found out. We’re operating in a candidate driven market where a poor reputation gets around.

Just because you’re not proceeding with the candidate, it doesn’t mean the feedback has to be bad, they just may not be the right fit for the role or the company at that time. When giving feedback consider the following 3 key points as guidance:

  • How did they match up to the job requirement?
  • How was their cultural fit?
  • How did they compare to the other applicants?

If you would like any assistance or would like to give us feedback on this article, please contact our office on 01223 550 860 or email client@remtecsearch.com where our consultants will be happy to help.

Author: Lorna Rutter

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