How providing candidate feedback impacts your employer brand
Summary
Providing candidate feedback (especially post-interview) is critical to delivering a strong candidate experience and showing respect for the time and effort candidates invest
A lack of feedback can damage your employer brand, as candidates may leave with a negative perception and share that experience with others
Constructive feedback helps candidates improve, making them more likely to re-engage with your business in future opportunities
Clear, consistent communication throughout the process (including outcomes) positions your business as professional, transparent, and people-first
Even unsuccessful candidates can become long-term brand advocates — or detractors — depending on how they’re treated, making feedback a strategic, not just courteous, step
The importance of candidate feedback
When you’re hiring for a key role and you’re focused on trying to fill a resources gap for your team, it’s easy to get so caught up in finding and locking-in ‘the one’, that the other candidates, the ones you didn’t select, fall down the priority list — further and further, becoming a distant memory.
This scenario is all too common — 43% of Australian candidates report that they have applied for a role, but never heard back from the employer.
But the ramifications of neglecting to providing candidate feedback, particularly after an interview, are much greater than the candidates feelings — the flow-on effect to employer brand and even personal reputation can be quite damaging.
Let’s look at why candidate feedback is so important, and how you can streamline the process for your next interview.
Enhances the candidate experience
Giving constructive feedback helps candidates feel valued and respected, even if they weren’t selected for the position. It shows that the company cares about the time and effort candidates put into the interview process.
Builds a positive employer brand
A candidates who receive feedback—especially if it’s constructive—are more likely to speak positively about the company, even if they didn’t get the job. Those candidates who are treated poorly are 185% less likely to be willing to refer other candidates to that employer. However, a positive reputation will help attract top talent in the future.
Increases candidate engagement
Providing feedback can keep candidates engaged with the company, even if they’re not hired immediately. They might be interested in future opportunities with the organisation if they had a positive interaction and feedback.
Improves the hiring process
For the company, providing feedback is an opportunity to reflect on the hiring process itself. If multiple candidates are expressing similar feedback about certain aspects of the interview, it might reveal areas for improvement in how the company communicates or evaluates candidates.
Impact on your personal brand
Job hunting is an incredibly emotional experience and human connection is a huge part of the process. If you as a talent or hiring manager were involved in the interview process, the candidate will be looking to you for updates and feedback. Neglecting to do so, could impact poorly on your personal brand with that individual.
Making feedback simple (so it actually happens)
When you’re in a series of interviews, it is easy to get swept up in the conversation, letting it flow organically and therefore not take a great deal of notes. However, these notes are going to vital in making the feedback loop quick and simple.
Create a simple candidate assessment template
Take quick notes during each interview
Spend 5 minutes debriefing immediately after
This will help jog your memory when it comes to providing constructive, informative feedback to the candidate and make the whole process much simpler.
