What exactly are employers doing?
In an ideal situation, both parties provide their recruiter with timely and appropriate feedback. However, in this not so perfect world, many clients are guilty of not giving feedback of candidates to recruiters promptly. Sometimes when employers don’t pass on their feedback, this can appear that they have gone dark on both the recruiter and their candidates. They often put their candidate decision on ice, which shows a serious disconnect!
When such incidents occur, the relationship can be deeply damaged. The recruiters are unaware of the reason behind the “ghosting” and get frustrated with clients. The candidates, on the other hand, begin to question the idea of working with the employer as it feels like the employer doesn’t care about keeping the candidate updated. A plethora of questions like these begins to hit their minds.
- Did they not like the candidate?
- Have we sent them the wrong candidate?
- Did they end up hiring an internal candidate?
- Is it possible that we have failed to match the right candidate with the given role description?
The answers to these questions are highly crucial for both recruiters and candidates to move forward. Constructive feedback will not only allow candidates to work on their shortcomings but also help recruiters get in-depth knowledge on what the client wants.
So, what kind of feedback should clients provide to avoid forming a sloppy employer brand image?
1. Thank your recruiter for their time and effort
To show that they are appreciated
Recruiters are out there, representing your employer brand on behalf of them. They do lots of work with no thanks received. This is a tough industry where recruiters don’t get paid until a candidate starts working. Due to the numerous moving parts in recruitment, often they aren’t compensated for up to 75% of the work done. A simple thanks can go a long way.
2. Provide feedback within 48 hours
To save time for the recruiter as well as the candidate
Quick feedback doesn’t just show recruiters the correct direction to move forward but also allows candidates to work on their shortcomings. Providing feedback within 48 hours demonstrates efficiency and value. By doing so, you save everybody’s time and ensure that you get quality work done by the recruiters for the next hire.
3. Make your feedback short and concise by calling “a spade a spade”
To avoid a sense of bafflement in the minds of recruiters and candidates
A short and concise constructive feedback is vital. For example: “The candidate is not suitable for the role of xxxxxx as he/she needs to work on areas such as xxxxxx and needs more experience in xxxxxx”. This will prevent unnecessary tension that might arise in the minds of the candidate, which often leads to questioning their potential. Such responses will help them shape their career instead and will also help recruiters bring the best talent on-board.
These simple steps are a way to form a trust with recruiters and employees to enhance your employer brand. Providing constructive feedback, nurturing your culture and reflecting it in the hiring process is what makes your brand stand out. Brand perception and value proposition are what attracts the best minds. By taking these simple steps, you will be able to build your brand advocacy.