โYouโve walked out of an interview feeling on top of the world, you think youโve really gone above and beyond expectations and youโre pretty confident youโll have a job offer within the hour. Then youโre rejected. Itโs a deflating experience.
Employers (as well as recruiters) should know how important it is to give constructive criticism to candidates who really showed enthusiasm for the role.
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So, why should you take the time to ensure youโre letting the candidate you just rejected know why they werenโt quite right? Hereโs why:
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One day it will be you
The line between employer and candidate wonโt always be so defined. Itโs almost a certainty that youโll be on the other end of the rejection at some point. Youโd like the feedback right?
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Think of the company image
Thereโs a huge difference between a candidate walking away unhappy because they werenโt selected for the job, and them feeling theyโve had a negative experience with your company.
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Recommendations
A positive experience will mean a candidate would be happy to encourage other people in the industry to get in touch. Word of mouth can be incredibly influential, so make sure people are having the right conversations about your company.
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Get your own feedback
Feedback is a two-way street. If you're giving feedback it's worthwhile speaking to the candidate and asking for the same; maybe you could learn something for your next interview to ensure you don't miss out on the perfect candidate.
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That candidate could be right for another role
Just because they werenโt right this time, it doesnโt mean they wouldnโt be a perfect fit in the future. Forward-thinking is the key.
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It takes two minutes to drop an email or give a quick call to a candidate (or recruiter youโre working with) who might be left feeling stumped as to why they didnโt get the job. It will work in your favour!