It has been an interesting week at Signet; we started the week by planning an interactive seminar for our future, past and present clients on “How to create a great candidate experience during a competency interview.”
Its an area that I am super passionate about.
However, it is an area that is also emotive, because it is apparent that as hiring managers and recruiters, we are failing in this area.
Not so much on competency interviewing, but we are on candidate experience.
I put a poll on my LinkedIn on Monday night, asking how many of my network had not received feedback following an interview (from client direct or recruiters.)
It has had an overwhelming response.
These are some of the comments….
“But what is even more frustrating is when they say they will give feedback then don’t. On one occasion they stated in the unsuccessful email to call for feedback. When I called they said the hiring manger was too busy and due to the high volume of applicates was unable to provide feedback. I hope they treat their employees better!”
“The most perplexing thing ever. Time effort and input and then radio silence. Sadly this type of thing happens far too often also there is ZERO excuse for organisations to do this – it’s simply BAD business.”
In the online dating world, the art of ignoring someone after a meeting, is called ghosting. It looks like it is prevalent in the interview world as well.
I am going to go out on a limb, and simply say it is not acceptable, and I am confident that our business, doesn’t do it.
However, I also know first-hand, as a recruiter, that getting feedback is a challenge.
Do people mean to not give it?
Probably not.
Often the excitement of finding a candidate who is right, distracts you from the appropriate way of feeding back to those who were not selected to move forward in the process.
(Is this a good enough excuse? No.)
Is there any excuse to not give appropriate, well thought out, honest feedback to people who have taken their time to research, prepare and turn up to see you (virtual or in person.)
Nope.
If you are reading this, and recalling a time that you were not given feedback (94% of my LinkedIn poll have experienced this.) Then I am sorry on behalf of the sector I work in.
If you are reading this as someone in charge of interviewing, remember when someone turns up to an interview; it is their career. You hold their hopes, dreams and prospects in your hands. If they are not the person for you, that is fine, but help them grow. Give them constructive feedback, give them your time as they gave your theirs.
It is not a hard thing to get right, but the damage to your employer brand is unrecoverable when you get it wrong.
Jane Pettit
If you want to know more about Signet, because we really pride ourselves on doing it better and with pure integrity, hang around and take a look at the site. Great place to start is “Why Signet”.