As the recruitment market gets busier and competition for candidates and clients intensifies, recruiters are having to identify areas where they can really place themselves ahead of the competition.
One such area is candidate feedback. It is sometimes neglected due to time restraints and the sheer amount of work involved in filling vacancies but it can be of huge benefit to your agency. Remember the old maxim, ‘knowledge is power’.
You can look at improving client feedback in two directions – feedback from your client companies to, and about, the candidates you are putting forward, and feedback from the candidates about your agency and their job search experience.
Feedback From Employers
Studies suggest that 70% of employers do not give feedback to unsuccessful candidates following an interview. You still have to find jobs for those candidates, however, and knowing why they failed to get this particular position will help you next time you put them forward for a role.
Candidates need constructive feedback that they can act on and immediately incorporate into their skill set. If you are passing on feedback between interviewers and candidates, ask the hirer to be clear and direct. Equally, don’t beat around the bush when delivering the information to your candidates.
Steer clear of offering opinions and feelings and keep the feedback related to the position advertised. If a skill test was part of the interview process, find out how the candidate did and pass this on. If there was a problem with spelling or grammar for instance, this is something that the candidate will know he/she must look out for in future interviews.
If your candidates’ answers to interview questions were weak in any way, point out where they can improve and make time to run through some test questions with them.
Also, ask your clients how you are doing as an agency. Are you introducing the right type of candidate for them? What more are they looking for? How can you better help them?
Feedback From Candidates
Asking candidates how they feel their job search is going at regular intervals throughout the process can help you identify where you can improve as an agency.
You can keep this reasonably informal or you can ask the questions at specific stages of the process. Comment cards are a good way of engaging your candidates.
Feedback on social media can help to secure more quality candidates – as long as comments are positive. If your agency has a company page on social media such as Facebook, encourage candidates to leave feedback. Word of mouth is one of the best ways to attract more candidates.
And remember, useful feedback doesn’t apply only while you are placing candidates. Surveying recently placed employees about their experience of the recruitment process and asking for feedback on their new roles gives you information you can use to improve the way you operate.
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If you are a recruiter why not Register Here to let Zoek help you achieve the faster, smarter recruitment job seekers will feedback positively about.
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