Why feedback is a powerful tool in your recruitment process

If you’ve ever applied for a job, you’ll know that interview feedback can be like gold dust; that is, in short supply and hard to come by. Even if you do receive it, it typically comes via email and can include such gems as “you weren’t the right fit”, “you were pipped to the post” and “someone scored higher than you on the technical test”. None of these actually tell the candidate anything they are able to use following their interview.

Feedback is one of the most critical components of the hiring process. Here’s five reasons you should tighten up your feedback processes as we head into 2025. 

Giving feedback means the candidate gets a better experience

Giving a person who’s taken the time out of their schedule to research your company, come in for an interview and perhaps swot up for a technical test is just polite, in our opinion. It shows them that you value their time and effort, whether or not they’re selected to move forward in the process. If they are successful, giving them some positive feedback on their interview will help them feel like they’re not just a cog in your wheel, and if you choose not to move them forward in the process, they’ll still come away with a good impression of your business. Constructive feedback demonstrates respect and professionalism. Not the outcome they might have wanted, but still a positive experience.

It can strengthen your employee brand

A candidate who feels heard and respected is way more likely to speak  positively about your company, even if you didn’t go ahead and hire them. This kind of experience can boost your reputation in the industry and attract better talent in the future. Candidates talk to each other, and if someone’s had a negative experience, they’re way more likely to say something to their peers about it.

It can help enhance your future talent pools

Giving a candidate feedback that provides more information than “someone else got the job” can help them understand where they might have holes in their knowledge and experience, which can give them the chance to improve. This might encourage them to reapply in the future with the necessary skills or experience, giving you access to a stronger pool of eligible applicants, including ones who’ve been through the process and you know a bit about already.

Even if a candidate isn't right for one role, they might fit another in the future. Providing meaningful feedback maintains a connection that can be beneficial down the line - a candidate is more likely to respond positively to you reaching back if they were happy with the level of feedback you provided them.

It drives internal process improvements

Feedback goes both ways; when you send a candidate your thoughts on how they performed, ask them how they think your process was too. Feedback isn't just for applicants; it can be really beneficial for your team too. Collecting and reviewing feedback from interviewers and applicants can help identify inefficiencies, biases, or gaps in your hiring process.

It helps build trust and drive diversity

Being open and constructive fosters trust. Candidates appreciate clarity on why decisions were made, which helps them see your organization as fair and honest, and clear feedback can help reduce unconscious bias. When candidates understand how decisions are made, it ensures that your hiring process is perceived as fair and objective.

By making feedback a priority in your hiring process, you invest not only in your current candidates but also in the long-term success of your talent acquisition efforts.

Feedback shouldn’t just be a courtesy in the hiring process, it’s a powerful tool that benefits candidates and employers alike. By prioritizing constructive and meaningful feedback, you can enhance candidate experiences, strengthen your employer brand, and cultivate a deeper talent pool for the future. Additionally, it drives continuous improvement within your hiring practices and fosters trust, fairness, and inclusivity. As we move into 2025, investing in better feedback processes is not just a best practice—it’s a strategic advantage that sets organizations apart in a competitive talent market.