As an Executive Recruiter it is an awesome experience when you are able to call a candidate and inform them that they are going to be offered an opportunity. The down-side has been to share with a potential candidate that they are not being considered for an opportunity. When the latter news is shared your next conversation is regarding feedback.  At The Lambright Group, we work with a variety of Staffing & Recruiting, Talent Acquisitions and Human Resources decision makers and one constant is requesting feedback. 

“Feedback is a gift” is a common theme we share at The Lambright Group.  A candidate or current employee will never know how to improve if they do not know what their “Area of Opportunity” is to develop.  Obtaining valuable feedback is helpful.  If you are not aware of what areas to develop then you will continuously make similar errors or not achieve your goal.  

The feedback offered can be seen as either positive or negative, but always remember you learn from feedback. Everyone wants to receive positive feedback. It helps a person to want to continue on with what they have done well.  This is not always the case with feedback that is seen as negative. In a recent Forbes article, eight ways to turn negative feedback into success was shared.    The article focused on alternatives to taking negative feedback personally by seeing the process as a part of your career growth and trajectory.  Instead of calling it negative feedback, it should be called How I Will Do Better Feedback. 

Once you receive feedback it is crucial that you apply it to upcoming interviews, projects or experiences. Here are some examples of feedback that is essential for anyone looking to land that next job or promotion.   

Feedback: The candidate did not provide details when answering the questions. I am sure I knew what he/she meant, but they did not provide specifics. Area of Opportunity: Most interviewers will use a behavioral –based interview style.  This requires the candidate to respond by describing the situation/ task, provide detailed responses that avoid generalities and tell how what action was taken and how the original goal or charge was accomplished. The STAR model has been an effective strategy to use when interviewing. 

Feedback: The candidate did not research the company. Area of Opportunity: In today’s digital world there is no excuse for not knowing the background of a company, hiring manager or details of a job. It is essential that prior to your interview whether you are a potential candidate or current employee you must do your research.  A common question that is asked at interviews: “Why do you want to work here?” You cannot answer that question effectively if you are uninformed. 

Feedback: You were enthusiastic, but you do not have enough direct experience for the opportunity. Area of Opportunity: You cannot get a job until you get experience, but you cannot get experience until you get a job. Well for the career-minded this is not a set- back.  There are many opportunities that are “pre-requisite” jobs that help you gain the experience needed.  Our niche is sales jobs and many times we get applications for a sales job because the person has some sales experience in their background, they were a leader in college or they just like people. We suggest that if they are interested in a sales career start in outside sales. Find a company that has a small business services division. Typically they are looking for entry-level outside sales representatives with little or no sales experience.  They will train them to prospect and build a territory. This provides the needed experience to move forward in that company or join another organization that looks for experienced B2B sales professionals. 

Feedback: The candidate did not have a good reason for why they left their last job. Area of Opportunity: This is a question that you may not want to answer because you do not want to sound like you are complaining or you did not leave on the best terms, but there may be other highlights that can outweigh why you left. Keep in mind that even if you did not leave because of some horrible thing you did, you still must explain why you left. Put thorough thought into your response prior to your interview.  Be prepared to explain it on the application and during your interview.