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3 Ways to Connect to Diverse Talent through Providing Feedback

In the hiring process, the majority of companies focus on three tasks: searching for talent, interviewing applicants, and hiring the perfect fit for their business. Commonly left out, though, is providing timely and detailed feedback to all candidates, regardless of whether they’re hired.

Communication with applicants often stalls after the interview is complete. This leaves interviewees feeling unsure of their status. This discomfort or uncertainty can result in applicants pursuing other job offers. Even once a hiring decision is made, many companies do not follow up adequately with rejected candidates. Receiving only a generic email or quick phone call to let applicants know they didn’t get the job can cause frustration or confusion about why. In short, a lack of feedback is a lack of communication, and it’s a missed opportunity for companies.

Read on to learn the 3 ways to connect to diverse talent through providing feedback!

Why Improving Your Communication Process is Beneficial for Your Organization

Offering personalized feedback shows value to candidates for their time and effort to apply. It reduces the chance of miscommunication and keeps applicants actively engaged in the hiring process. Even interviewees who are turned down for jobs are more likely to report a positive interview experience if they receive useful feedback. Further, the chance of applicants applying again quadruples when they are simply given feedback following their application and interview. Companies that prioritize providing constructive feedback to all applicants are viewed more positively by candidates, which strengthens a company’s employer brand organically.

Best Practices for Solving the Problem

#1 Get specific when writing feedback.

Clarity is what distinguishes good feedback from poor feedback. When following up with candidates post-interview, offer clear and specific notes about what they did well and what they can improve on.

If an applicant did not get the job, let them know why. Although at times it can feel awkward sharing detailed feedback, job-seekers will appreciate knowing how they can improve.

Applicants are significantly more likely to come away from the interview process with a positive experience after receiving specific feedback.

#2 Be considerate.

When sharing feedback, prioritize telling the truth in the kindest way possible.

If a candidate was not hired because of a lack of interpersonal skills, for example, then do not shy away from letting them know. However, a flat “You’re not friendly enough” would hurt more than help! Instead, frame feedback as a constructive statement, such as, “We’re looking for someone who connects with people quickly and easily, and although you have great potential, we noticed that you don’t make a lot of eye contact during conversation.”

Stay truthful, stay genuine, but be considerate.

#3 When appropriate, give action steps for improvement.

Not all applicants desire action steps, but for those who seem interested, provide ways to improve so that they’ll be better qualified for the job in the future. Suggesting classes to take, certifications to seek, or workshops to participate in might be a great place to start. When you offer specific action steps for improvement, candidates who want to grow will greatly benefit from their interview experience with you. This reflects positively on your company as a whole!

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a considerate feedback process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Providing Feedback”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!

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