Do you find it challenging to give feedback to the rejected candidates, and that’s why you skip it? If yes, then you must change your perspective and use proper feedback on video interview software.
Giving feedback to rejected candidates may feel strange, but it is necessary for your company’s and the interviewee’s development. Be it a physical one or through video interview software, feedback is essential. Now one question that will surely arise in your mind is why is it necessary to give feedback to the candidates even after rejection? Well, the answer to that is if you take the time to give feedback to the candidate, they will appreciate it. It also reduces the likelihood of the candidate speaking negatively about the company. This blog will share some of the best practices and pitfalls to avoid while giving interview feedback on video interview software.
Best Practices For Interview Feedback On Video Interview Platforms
We all know by now that interview feedbacks are essential. There are certain things to keep in mind while giving feedback to the candidates. Some of them are mentioned below:
Tell The Candidates Truth
Never lie to the person you interviewed while giving feedback. Tell them the truth about why they weren’t the best fit for the job role.
Talk to them, take care of your words, and always talk straight; don’t talk here and there. You can choose various tools offered by the HR tech player to have a fair idea of the interview process. You should tell them the truth, but not so much; never talk about their dress, clothes, or appearances; always keep it job-related and professional.
Appreciate The Candidate
The candidate must have prepared so much for the interview and cleared some stages, but they still needed to be accepted. In that case, a simple thank you will make them feel better.
You should always begin the feedback with a genuine thank you. It will cheer them up, and they will like that you appreciate their hard work. While using a video interview platform, it becomes more than necessary as candidates largely depend on your words for motivation.
Tell Their Strengths
The feedback doesn’t always need to be negative. You must have liked something about the candidate, due to which he reached the interview stage. Always state their strengths and how they can improve them to become a better candidate.
Aim to Help
Experts interviewers having exposure in both physical and Interview as a Service segments recommend others always aim to help the candidate. Highlight ways to improve their skills and drawbacks.
Give meaningful reasons, and don’t just create a list of the things you don’t like about them. If a candidate can improve their skills, they will likely come back stronger and give you reasons to select them in the future.
Be Tactful While Giving Feedback
You might not like it when someone tells you that you can never succeed with that confidence (or any other trait). Similarly, the candidate won’t like it if you talk like that in the feedback. It would help if you were calm and diplomatic while writing feedback and said everything directly and respectfully.
For example, instead of saying that you cannot be successful with that confidence level, you can say that you would be a great candidate if you improved your confidence level.
Mistakes to Avoid While Giving Interview Feedback
Given below are some common mistakes that you must avoid while giving interview feedback:
Do Not Compare
You could have rejected the candidate because you found another stronger candidate for the job role. But it would help if you did not give feedback by comparing that candidate with another candidate. Avoid saying that you found another stronger candidate with more experience or skill.
This can provide a negative experience for the candidate and might get frustrated. Always give feedback on an individual basis, explaining their strengths and weaknesses and telling them how they can improve their skills and become a better candidate.
Never Create False Hopes
Don’t say things like we will keep your resume on file if you do not intend to hire them. It will create false hope in the candidate, and this can even lead to resentment. Don’t show too much kindness, and don’t trick yourself into thinking you’re still considering them when you’ve already decided not to hire them.
The advanced applicant scheduling system comes with features to save the candidate’s details for automatic sharing the new happenings in recruitment. Make sure you process the data so that candidates get future updates.
Mind Your Words On Video Interview Software
Your words can put you at legal risk, especially when giving written interview feedback. Without any evidence, candidates can claim discrimination. Even if you didn’t discriminate, the words you used might put you at risk for legal trouble. You could reduce this risk by giving careful comments over the phone.
While using video interview software, be mindful of what you say and how you say it. Be direct but also ensure that you are not discouraging the candidate.
Providing effective interview feedback is crucial for the growth and development of both the candidate and the organization. Video interview software is a valuable tool in the complete recruitment process, allowing for more thorough evaluations and personalized feedback.
By utilizing the tips and strategies outlined in this blog, organizations can ensure that they are providing constructive, actionable feedback. Remember, clear and specific feedback is key to helping candidates improve and reach their full potential. To know more about high-tech tools for recruitment, including applicant tracking systems, reach out to team InCruiter.
Ans: Video interview software by InCruiter is one best in the market. It has various features like interview scheduling, writing feedback, interview recording, live code compilers etc.
Ans: It is important to give feedback after an interview as it helps the candidates to identify their weak points and work on them.
Ans: Tips on how you can give feedback to candidates without hurting their feelings are mentioned in the article above.