Imagine a scenario where a doctor doesn’t tell you the prescription after your check up. Sounds weird? This very scenario seems strikingly odd because the idea of sharing prescription has so deeply rooted in our brain that the mention of its absence appears to be taboo for us. We often do not realize the characteristics of these instruction written horribly on a page.

Take a deep breath and get ready to acknowledge the obvious, but the mind-bending content of cognition. This well-instructed paper is nothing but an amalgamation of feedback and solution. Here you could clearly recognize the importance of feedback. But, do we pay any heed when it comes to giving feedback to the candidates after the interview?

The decision to give feedback is totally in the hands of your organization but the benefit of doing so could be shared by both your company and the candidate. And it doesn't even take much time to do so. Believe me, it is just a piece of cake for your HR manager.

Let's explore the ways one can properly utilize the simple but amazing benefits of giving feedback to the candidate.

Let them know

You may think that it is not so important to give feedback to the candidate that has cleared all round of interviews. You would probably have decided to hire the candidate, thus giving feedback seems like a useless extra weight to you.

Let me give you an another analogy. If you want a great cup of coffee then you would probably hit the popular coffee house in the town. Why? Because you can not make that cup of hot beverage because you need an excellent brewing process for your coffee. You do realize that the strongest way to get the perfect cup is to improve the brewing method. That’s it! Similarly, if the candidate knows his strong skills and as to why he got selected, then the candidate would put an extra effort to improve those skills even further. A Win-win situation for both of you.

Let them know even if they fail

Once you decide that the candidate is not qualified, you might not find any reason to share the feedback from the interview. There are a couple of reasons as to why you need to start sharing feedback with them.

You disqualify them for a reason. Either they lack some crucial skills or their attitude may not fit your company culture. Of course, you can’t help the latter one, but if they lack some desired skills then they can always learn those and can come back for an interview. You should not let go any hiring opportunity. Also, it is a matter of mere courtesy to let them know about their weakness so that they can work on it. It also gives a positive image of your company among them.

Inform them about other openings

It is a well-known fact that the majority of hiring is done through referrals. Thus, it would be a great idea to let your selected hire know about the other openings in your organisation so that they can refer someone, and if the interview goes well then that could be your next hire. You can include this in the P.S of your feedback email. Utilize each and every opportunity to get the best candidate possible for your organization.

What about the candidate that doesn’t go through the interview round? If you sense the potential in the candidate that can be used in some other role then it is advisable to mention about the same to the candidate. You never know he may be interested and may fit in the other role.

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