Posted on Friday, September 29, 2017 by Venn Group — No comments
‘Employers should have to give feedback after job interviews’: AGREE or DISAGREE??
Research carried out by careers app, Debut, found that 77% of 18-23 year olds agreed that feedback should be a legal requirement, and four in five candidates claimed to never have received feedback after interviews.
I would suggest that not receiving interview feedback is the biggest bug-bare for all candidates, regardless of age or stage of their career. However, for younger candidates or those looking to start a new career it is even more important in order to learn from the experience and aid their development.
According to Debut’s research, half of candidates take a day’s leave and spend £40 on an interview, but many never hear back. Given their investment in terms of time and money, it is understandable that they should feel entitled to an equal investment from the employer – in the minimum form of interview feedback.
Candidates form positive or negative conclusions about recruiters, hiring managers and the company during the job application and interview process. As a recruiter, I feel as aggrieved as the candidate when the employer does not provide any interview feedback. Firstly, it doesn’t help the recruiter in finding a more suitable candidate but secondly and more importantly the recruiter will be the face of the negative impression the candidate is likely to form.
As a responsible recruiter I work on providing a professional consultancy service to both candidates and clients alike. Part of this means consulting with the client on the importance of providing feedback and agreeing formal feedback procedures to ensure I am able to provide detailed and valuable feedback to the candidate.
However, as a candidate applying directly for a role you may not have this luxury. Therefore, in order to give yourself the best possible chance of receiving feedback, ask for it. This can be done indirectly at the end of the interview, for example asking if the interviewer has any concerns about your experience, or if there is anything they would like to re-cover. It can of course also be asked for directly, for example asking if and when you can expect feedback.
Whilst I understand for some employers providing feedback on roles that have had numerous applicants can be time consuming and impractical, it should be seen as an important investment. After all, news of a bad experience reaches more than twice as many ears as praise for a good experience does. This is particularly important when you consider the accessibility of review sites such as Glassdoor to prospective candidates.
Robert Westbury, Venn Group