In a recent survey from the City & Guilds Group in conjunction with Business in the Community (BITC), 30% of young female applicants, and 18% of young male applicants said they didn’t get feedback after a job interview. Perhaps there’s no surprise here – after all busy managers and recruiters will always prioritise filling the next vacancy over giving advice to unsuccessful applicants – a ‘nice-to-do’ task that remains consistently at the bottom of our to-do lists.
But what if it wasn’t just a nice-to-do? What if taking the time to respond and feedback to those unsuccessfuls was actually a key tool to pipe-line new talent?
We all know that positive candidate experience is an important factor in positioning your business as destination employer, so why undermine this by ignoring candidates the moment they leave? - The same survey identified that at least a fifth of young women having a bad recruitment experience would be put off a company entirely, so factor in the social-media-bad-word-of-mouth element and you hardly have a winning formula for attracting new talent.
If, on the other hand, giving constructive guidance and feedback to all unsuccessful interviewees is a standard part of your recruitment process, imagine the respect you’ll quickly gain from candidates, and the positive impact this will have on brand reputation, reinforcing applicants’ perception of yours as a progressive, modern employer that values staff development. At ted Learning we offer fun, engaging interview skills courses which really deliver results. Talk to ted today to find out how we can help you improve your recruitment processes and boost your business