3 Reasons Why Hiring Managers Should Provide Interview Feedback

BLOGGER'S NOTE: With summer now past its mid and most anxiously absorbing as much sun and fun as their days will allow, I sit in a fluorescent lit office contemplating the biggest and most unaddressed frustration of job seekers. Perhaps it's me who needs a little more R&R but for now, I'll write this letter highlighting some talented professionals looking for their next career opportunities.

Dear Hiring Managers:

I hope this letter finds you enjoying your respective summers and taking some well-deserved vacation time. On behalf of job seekers, I am writing to bring to your attention the collective confusion and frustration associated with the lack of post-interview feedback and overall follow up pervading their professional searches. To better illustrate this widespread issue, let me share the story of one such job seeker who I'll call "Ann," as her experience so universally captures the sentiment of those looking for their next career opportunity. 

Ann, a stellar marketing professional with excellent digital and content management skills, recently reached out wanting my perspective on her search. Specifically, Ann was seeking my opinion on why she hadn't been getting much, if any, feedback on her interviews even those she thought had gone exceedingly well. 

Wanting to first make sure Ann was setting realistic expectation on whether or not her experience was inline with the jobs she was applying for, I carefully and respectfully asked, "Have you gotten the sense that you just might not be the right fit for some of these roles?" She responded as if anticipating my question, "Believe me, I've thought about this." She paused and continued, "I know a few of the roles might have been a stretch, but the last three...  It seemed like the job descriptions were written specifically for my background! When I interviewed for these roles, I hit it off immediately with the hiring managers and they were eager and excited to move the process forward even shared next steps."

Already knowing where our conversation was headed, I delicately asked, "So what happened?" "Nothing." she flatly responded. "I never heard back on any of the opportunities - not a call, not an email, not even a rejection letter, but I suppose those aren't sent anymore, are they? The only way I found out was through my professional network and searches on LinkedIn." 

Trying to remain composed, Ann continued, "It's just so incredibly frustrating and discouraging... You find not one but several great jobs that you know you're more than qualified for and hit it off the with hiring manager then absolutely nothing!" She again paused and said, "I just wonder if they [hiring managers] understand how hard candidates work to prepare - the copious company research; countless hours of practice; strategic time off work and constant anxiety of meeting someone new and knowing that they're making a decision about your future within the first five minutes of meeting you. I mean, its exhausting. Worst than dating, and we all know how horrifying dating is!"  

THREE COMPELLING REASONS TO PROVIDE CANDIDATES INTERVIEW FEEDBACK
As I'm sure you've experienced at one point in your own careers, and as Ann so clearly articulates, the job search is a daunting and sometimes arduous process.  It can be filled with significant stress and anxiety and more then everyone's fair share of self-doubt. For these and countless other contributing factors, below are three compelling reasons hiring mangers, such as yourselves, must provide interview feedback. 

Sandy Kotyk, Facilities Administrator

#1 It's A Job Seeker's Market
Contrary to what many companies still believe, it is a job seeker's market, specifically in highly technical fields. If a business' HR team and hiring managers aren't staying actively engaged with potential candidates, they'll lose them - for good. Even if a candidate isn't a direct fit for a role, but overall possesses the professional skills and background a company generally looks for in new hires, it's critical that they receive interview followup. This, unfortunately, is where so many companies' recruitment and new-hire strategies fall short.

Though a personal approach is recommended whenever possible, a simple response can go a long way in keeping the peace with job-seeking professionals. Yesterday, I sent such a response to a woman who wasn't a direct fit for the role she'd applied. My follow up was generic, however, it did let her know that though she wasn't a fit for the role, her professional skills and background are what my clients regularly look for. I also encouraged her to apply for future opportunities that are a better fit. She appreciatively responded, "Thanks so much for the response. I have been looking so many places that don't even send a response such as yours, even getting an automatic response is nice to see. I appreciate you keeping me in mind for future opportunities."

Lisa Carlson, Marketing Communications

#2  Job Seekers Are Customers
With the philosophy "everyone's a customer" in mind, it's important that companies and their hiring managers maintain a positive post-interview experience for candidates. Just as consumers share their negative service experiences (four times as many bad than good) so do job seekers. In fact, the transparency of social media enables those looking for their next professional opportunities to instantaneously share negative experiences with hundreds in their professional networks. And believe me, they do. A recent online survey found that more than 64 percent of job seekers share their interview experiences on social media, and only five percent of these professional post positive commentary.

Companies may not immediately feel the effects of such social transparency, however, failing to provide a positive customer experience to job seekers will, if it hasn't already, diminish their brand loyalty and equity. Not only do I see such negative chatter online, fed up candidates relaying frustration along with unflattering takes on corporate tag lines, I hear it directly on a daily basis. "A former colleague interviewed at X Company at least six times and after his finally meeting, three months later, he never heard from them again.  I'm definitely not interested in a process or company like this!"

Karen Schultz, Business Development

#3 Makes Hiring Easier
Even when constructive, giving others criticism is difficult and generally not something any of us enjoy doing. When it comes to candidates, I've found that not only do hiring managers dislike providing feedback, they often don't know exactly what to say or how to say it.  I've been asked for advice on everything from "How do I tell him that his personality is too abrasive?" to "She has the skills, but her breath almost made me pass out.  How can I share that?"

This type of feedback definitely is uncomfortable to relay, but when companies' HR and hiring managers work with professional recruitment agencies, providing follow up is pain-fee. Even better, working with such professional organizations ultimately cost much less in interview time, as their recruiters often specialize in providing industry-specific talent. Yes, I have a horse in this race, but working with good recruiters will allow a hiring manager the peace of mind in knowing that they are getting quality candidates minus the stress of the awkward, "No, it's not me, it's really you…" conversation.

Let me make it clear that the intent of this letter simply and sincerely is to create awareness of a highly preventable problem that with minimal effort will impact so many in positive way. Thank you for your time and consideration.

Respectfully Yours,

Gretchen Stanford
Senior Recruiter and Resume RANTS Blogger

If you're a job seeker looking for additional exposure in your professional search, send a professional bio, black/white photo and answer to the question, "What is the best professional advice you've ever received?" to http://www.linkedin.com/in/gretchenstanford12resumerants. GOOD LUCK in your search!