Now would be a good time. I figure it this way. if you did the work to find the candidate, you need feedback in order to do your job the right way. So call your client, let them know you would like some feedback on your candidate so that you can keep the ball rolling. It's important that the energy you create for the candidate and the client (hopefully) does not die. You should have already debriefed your candidate and I would also let the client know in the message you leave or the conversation you have that you have feedback from the candidate. I hope this helps.
Many interviewing processes involve 2 interviews. I would guess - maybe half?
The thing to take away from this - is "What can I do next time?"
There is so much expert advice here I'll just support it :-)
Curious, Outside of Craig, how come no-one else mentioned candidate calling immediately after the interview, and giving the client a recap up of the follow up Immediately after? Also getting from them a recap to give back as feedback to the candidate?
Was there a reason many mentioned a delay of 24 hrs or more?
MHO - there is no time as the present, and as a recruiter, the most dangerous element that goes against us is time. Time allows new candidates to enter the picture, other recruiters to be more aggressive, and candidates to have other interviews.
What comes also from too much time, it is the overthinking from mental busting, from too much time that can kill deals..
With the feedback from both Client and Candidate, one can also find what may have been missed in the interview.. did they really understand each other. Did the candidate truly describe their experience, well enough, or did the company explain the job in a way to keep the candidate interested.
The recaps are the most important way to address both the client and candidate concerns and perspectives of the interviews, and personally they should be done immediately after the interviews (all of them) whilst information is still fresh..
. It also allows an opportunity for the closing for the offer as well.. It is when you can say to the candidate, if the offer was in the bag right now, will you accept, and then the same back to the client..
It is MHO that we should offer the same deference and treatment to the candidate as we would apply to the client..
Craig, you are right on the mark with the questions.. curious, do you happen have a Snelling Training manual or taken their training ;)