You just interviewed a candidate.
They’re not quite the right fit, so you decide to move on without offering any feedback.
It’s easy to think, “Why bother?” But here’s the thing – giving feedback, even when a candidate isn’t suitable, is incredibly important.
Firstly, it’s about respect. That candidate took the time and effort to go through the interview process, and a little feedback shows that you value their interest and gives a positive impression of your organisation.
But there’s more to it. Connections are key. Today’s “no” might turn into tomorrow’s “yes.” Perhaps the fit wasn’t right this time, but things change. By offering constructive feedback, you keep the relationship alive. Who knows, you might find yourself reaching out to that same candidate down the line.
And let’s not forget the bigger picture – your brand. Candidates talk, and their experiences can influence others. When you take the time to offer feedback, it shows that your company cares, and that’s the kind of reputation that attracts top talent.
So next time you’re tempted to skip the feedback, think again.
It might just be the difference between losing a candidate and having them on board when you need them most.
Operations Manager
