Maintaining beneficial relationships with hiring managers improves the chances of making a quality hire and creates an open arena for shared knowledge and effective teamwork. When it comes to closing the deal, the candidate’s opinion of the interview process could be the deal-killer.
After a scheduled interview with a potential employer, it’s best for recruiters to get the candidate’s feedback within one hour. This gives us information fresh on the candidate’s mind and a chance to clarify any misconceptions they may have developed during the process. Misconceptions can lead to deal-killers if given time to settle in.
Using a standardized interview feedback form, you can get immediate, meaningful feedback that helps clarify your candidate’s interest after each interview and learn more about the position, hiring manager, and the company.
A feedback form can be tailored to fit your needs, but some basic questions to ask the candidate should include the following 10 approaches:
The next (and most important) step is to “Feed it Forward.” This is the practice of getting in touch with hiring managers after each candidate’s interview steps and providing them with critical insight about the candidate’s overall experience. Because a hiring manager often uses hiring staff to conduct interviews, they don’t always get to hear a candidate’s opinion of the process.
The Process at Work
The “Feed it Forward” process accomplishes the following steps:
Motivates the interviewer to provide their feedback. As recruiters, we wait days on end for feedback from an interviewer! One sure way to get them to connect with us sooner is to tell them you want to share feedback from the candidate. This technique almost always motivates them to get back to you sooner. Interviewers usually want to know what the candidate thought of them.
For these reasons, among others, the “Feed it Forward” process serves a role in getting a commitment between the two parties. As we all know, time kills all deals, and using the “Feed it Forward” approach to motivate an intervi9:42 AM 5/8/2009ewer to connect with you is, by far, the most beneficial.
- Scott Beardsley
Scott Beardsley (firstname.lastname@example.org) is co-founder and vice president of recruitment services at Q4B, a recruitment solutions and consulting firm specializing in recruitment process outsourcing. He developed the processes behind Q4B's recruitment solutions. He has 16 years of experience and is an author, speaker, and consultant.
Article as first appeared on Electronic Recruiting Exchange.