Recruiters crave feedback during the interview process, and why not? As contingency recruiters we are always accessing where our energies and efforts have taken us on a recruiting project and deciding if we need to continue recruiting, move towards an offer between both parties or simply move on to a new project altogether. However, most people mistakenly assume that feedback is only for the recruiter’s benefit when in reality it should be a prime concern for both the company and the candidate as well.
The feedback process ideally provides:
• All parties with a greater depth of understanding of the interest and sincerity of all parties involved and their desire to move forward.
• Allows all parties to understand areas of concern or that still need to be addressed during the remainder of the interview process prior to any offer.
• Provides everyone with the knowledge of the appropriate path forward even if it’s no longer moving forward at all.
The final result of feedback and the real payoff for everyone is that when positive feedback is given and received it makes all parties more interested (yes just like in dating), and therefore the best candidates and companies willingly provide in depth feedback because it’s in their own best interest and not just that of the recruiters.

For more insight into the world of recruiting visit our blog at www.thevoiceofit or our website at www.martineaurecruiting.com

Views: 101

Comment by Morris Jessup on August 14, 2009 at 3:55pm
Clear, concise, and dead on. Thanks for the post. I will be sharing this with several clients.
Comment by Bobby Whitehouse on August 15, 2009 at 12:02am
Getting and exchanging feedback is how to work towards a good fit or away from a bad hire. Getting the input and gut feel from both parties is critical. I constantly work on deep listening; It is easy to hear what we want but hard to pick up on a subtle red flag that requires more probing to get to the real issue. You must take some long shots, but a fine tuned gut will make you a hero. Feedback is an art to be mastered by every recruiter who expects to be exceptional. It's part of the game and only self-serving if not used correctly. It is how we measure commitment and where we add value.

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