In corporate America, interviews have long been a critical, if not the most critical, part of the hiring process. Yet one aspect often gets overlooked — feedback. According to a study by Talent Board, only 52% of candidates received feedback from employers after an interview in 2022. This number suggests that we are missing a crucial element in our hiring processes: an opportunity for candidate growth and promoting transparency.
High performing companies base their interview questions on a competency model and utilize a framework for asking meaningful, behavioral based interview questions. These tools help hiring managers assess whether candidates possess the skills, knowledge, and abilities necessary for the role. Not only do great interviewing tools support asking great questions and driving quality of hire results; these frameworks can then be used as the language for providing feedback to those candidates that you choose not to hire.
Let’s explore how providing feedback during the interview process can lead to a mutually beneficial relationship between companies and candidates.
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Building a positive employer brand: A recent survey found that 78% of job seekers said the way a company treated them during the application process reflected how it values its people. By offering constructive feedback, companies can demonstrate respect for candidates’ time and efforts. This consideration can significantly enhance the company’s employer brand, attracting more talented professionals in the future.
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Promoting candidate growth: Providing feedback also encourages candidate growth. A report by LinkedIn found that 94% of candidates wanted feedback from their interviews, viewing it as a valuable tool to improve their interview skills for future opportunities. When crafting feedback, use the competency model from the interview process. Highlight areas where the candidate excelled and where they could improve based on specific competencies assessed.
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Enhancing trust and respect: Openness and honesty in feedback can cultivate trust between the candidate and the company, even if the candidate is not hired. Managers that are well trained in effective interviewing can gain the insight necessary to make great hiring decisions and provide meaningful feedback to candidates. It shows that the company values the candidate’s efforts and is willing to invest time in their professional development. According to a Glassdoor survey, 84% of job seekers would consider a company’s reputation when making a job decision, underscoring the importance of trust.
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Boosting interview efficiency: While it may seem counterintuitive, giving feedback can actually make future interviews more efficient. A survey by Undercover Recruiter revealed that 72% of candidates who received detailed feedback could better align their skills and experiences in subsequent interviews. By offering insights into how the competency model works, candidates can prepare more effectively, leading to a higher quality of future interviews. Thus, improving quality of hire.
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Encouraging diversity and inclusion: Offering feedback promotes a more inclusive hiring process. It helps eliminate unconscious bias by focusing on specific competencies rather than general impressions. Renowned Diversity and Inclusion Expert, Dr. Shirley Davis says, “Transparent feedback based on competency models allows companies to uphold diversity and inclusion by making hiring decisions more objective and fair. It helps ensure every candidate gets evaluated on their actual potential rather than subjective perceptions.”
Incorporating feedback into the interview process, particularly when tied to a competency model, promotes transparency, fosters respect, and facilitates growth. As we continually refine our hiring processes, it’s time we view feedback not as an optional addition, but as a critical component that can significantly enhance the candidate experience and our companies’ reputation. After all, our goal should be to build not just successful businesses, but thriving, diverse, and inclusive communities as well!
Need help with implementing a solution to provide a strong competency model and a tool to generate custom interview guides? Then check this out. Need help training your managers on how to interview even more effectively? Then check this out!