The Feedback You Give to Recruiters Can Really Affect Your Employer Brand

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The Feedback You Give to Recruiters Can Make or Break Your Employer Brand - TalentVine Blog

An organisation operating in a competitive market faces assessments and critiques in numerous areas. Every aspect of the business is evaluated, right from hiring a candidate to the employee experience it provides. Above all, its image as an employer (employer brand) is always under scrutiny. Therefore employers need to realise that relationship with employees starts right from the recruitment process.

The hiring process of any organisation illuminates its potential and people’s skill. Although candidates love to hear about their performance and gather feedback, organisations usually keep their decision to themselves and move on with suitable candidates. However, the involvement of a recruitment agency in the hiring process changes the game. Candidates feel a genuine connection with recruiters and expect honest and constructive feedback, as they often see recruiters as guardians of their careers.

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.

Related:5 Reasons Why You Should Provide Feedback to Rejected Candidates?

 

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.

TalentVine – The Trusted Recruitment Marketplace 

If you’d like to discuss your current hiring processes, we are always happy to help. Please don’t hesitate to get in touch with the TalentVine team – you can connect with any of our +300 specialist recruitment agencies.

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