The Importance of Providing (And Asking for) Feedback

Views 2546 views
Hiring new talent has become something completely different from what it used to be. In a market where candidates have the power and their talent is like gold, companies are going out of their ways to find new strategies and techniques to attract them. If there is one tactic that is proving quite effective is treating candidates as customers.

Companies have begun to realize that in order to bring in the best candidates, they need to engage them as a salesperson would a client. They will try any method and gimmick in the book to add the best talent to their lines. But surprisingly enough, very few companies are trying an ancient method that has proven useful over and over; asking for feedback.

Think about it, one of the most popular terms in the recruiting business right now is candidate experience. We’ve talked about it before plenty of times; in short, it is everything a company or recruiter does to streamline the recruitment process, make it smooth, simple, rewarding, and easy. Yet, only a few have actually stopped for a second to ask themselves, who better to tell me how to improve my CE than candidates?

Communication is the Key

Candidates know what they want and how they want it. According to several surveys, when faced with a complicated or lengthy application process more than 60% of applicants will quit. If they find the hiring process too sketchy or they feel like they don’t know where they’re standing, they will also quit and just as easily take their talent somewhere else.

This is why so many companies are spending so much on opening communication channels through which they can keep their applicants engaged and in the loop. Giving candidates feedback during the application process keeps them hooked and interested in you. It builds up their trust and enhances their perception of you.
When recruiters and hiring managers are open with their candidates, it creates a strong foundation for a professional relationship that also helps improve their candidate’s experience. That being said, it’s important to remember that communications should always be bilateral, a two-way street. It seems almost silly that so many companies spend so much time and effort in building the perfect recruitment process and not asking for the candidate’s opinion on the matter.

Asking for Feedback

If you are an active internet user or have bought something online, you have likely been asked to fill a satisfaction form or survey about things like the quality of the service or product that you purchased, or to rate the overall transaction. Salespeople and marketing teams do this in order to see things from the other side of the counter and learn how to improve their tactics.

Since one of the latest trends in the recruitment industry is to treat candidates as customers, then it only makes sense to ask candidates for feedback on the whole recruitment process. Who better than them to tell you both the flaws and the positive aspects of your hiring procedure?

You might think that asking for feedback only applies to those candidates that manage to go all the way, but that’s not necessarily true. You can always add a quick survey at the end of any part of the whole hiring process. Some of the things you might want to ask in these surveys include: rating the application process in terms of length and complexity, whether the documents requested were relevant or not, and the quality of the communication between the hiring team and the candidate.

Taking feedback from your newly hired employees is also a great way to improve your brand because it shows that you’re willing to change, evolve, and improve your practices. Dynamism and adaptability are two of the most sought-after qualities candidates look for. Furthermore, according to the 2017 Talent Board North American Candidate Experience Research Report, 85% of the candidates that weren’t asked for feedback on the recruitment process also reported to have had a bad experience overall.

Final Thoughts

Feedback should always be a two-way street. It serves as the channel from which candidates and employees can benefit. Applicants think of it as a way to be aware of where they stand during the hiring process and companies can also benefit from it, as it’ll help them improve their practices and adapt to the latest trends.

Edu Rojas
Content Marketing Editor