Wie geben Sie Kandidaten, die auf der Warteliste stehen, Feedback?

Communication!!! Even if there is nothing to communicate, you stay in touch, you let the candidate know there is a hold up, for whatever the reason may be. They’re on a waitlist, and it is a matter of time. Be considerate, and honest! I’ve no news yet, or it will be some more time isn’t an ideal answer for anyone but it beats a guessing game. It’s important to be respectful, and ask yourself. What would you want? Transparency is always key!

In a time where many recruiters are out of work, it offers a unique perspective from "the other side." Be sympathetic and know that the individual just wants to know what is happening with their candidacy. Be honest and give them as much information as possible. If there is a timeline for a decision, pass that information along. If that date comes and no decision has been made, reach back out to the candidate and let them know. Also request if something changes on their end to kindly keep you in the loop.

Giving feedback to waitlisted candidates requires a delicate balance of honesty, empathy, and professionalism Select the Appropriate Medium, Be Timely: Clearly State the Decision, Highlight Strengths: Address Weaknesses Tactfully: Offer Encouragement and Hope Provide Resources or Suggestions for Improvement, Invite Questions and Clarifications, End on a Positive Note:, it must be there but most of the waiting list candidates never get any response. this is harsh reality.

Feedback is the cornerstone of a respectful and transparent hiring process. It's a way of acknowledging the time and energy candidates invest in pursuing opportunities with us. Beyond that, it signals that we see their potential and want to help them succeed, even if the timing isn't right at the moment. Constructive feedback not only guides candidates towards growth but also strengthens our reputation as an employer who values individuals. This consideration fosters a positive candidate experience, encouraging them to advocate for our brand and leave with a positive impression, regardless of the outcome.

Closing the loop is important. Candidate may or may not get selected but will always remember the recruitment experience with your organization. If a candidate feels valued, involved, and respected in the process,it will definitely recommend your organization to others irrespective of whether selected or not.Your cNPS ( candidate Net promoter score ) will go up and help to attract quality talent.

Whilst giving feedback, being waitlisted is one of the most challenges situations to handle. Companies want to put candidates “on hold” whilst they look for others and yet still want these candidates to be fully motivated should the company circle back a couple months later. This rarely works - at this stage it’s important to have a frank conversation with the company and deadline when a final decision will actually be made. At least in this way you can offer some sort of timeframe to the candidate

Waitlisted candidates are clearly not rejections and need to be handled with utmost care so that once you approach them for future roles again , they are still open. Keeping your future pipeline in mind, clearly communicate why at this point you are not able to consider them but will have them in their list for next roles.This will keep the candidate engaged in your brand for relevant roles.

Effective feedback to waitlisted candidates is a blend of transparency and encouragement. It's about providing a genuine understanding of the situation they're in, be it a competitive applicant pool or logistical constraints. Acknowledging their strengths reinforces their value and potential within our organization. Equally, offering constructive insights empowers them to grow, underscoring our commitment to their development. Lastly, setting clear expectations ensures they're informed and engaged during this period. It's not just about the current role, but about nurturing their journey with us.

The best way to deliver feedback is via call/mail within 2 days, depending upon the rounds. It’s very important to be transparent and honest with the candidates. for ex: if the waitlisted candidates don’t have a chance until next 2 months, let them know and ask them to follow up accordingly instead of not communicating.

Lorsque je communique avec des candidats sur liste d'attente pendant un processus de recrutement, je commence par exprimer ma gratitude pour leur intérêt et leur engagement. Ensuite, je leur explique clairement leur statut et ce que cela implique, en soulignant que leur profil est toujours considéré, mais que d'autres candidats sont également en cours d'évaluation. Je m'engage à les tenir informés de toute évolution et je leur donne un aperçu du calendrier de prise de décision. Je leur offre également la possibilité de me contacter pour des mises à jour ou des questions supplémentaires. Enfin, je termine sur une note positive en les encourageant à rester engagés et intéressés par le poste.

When giving feedback in the interview process, the level of feedback should match the candidate's current stage: - For those who've just applied, a brief email with light feedback is sufficient. - After a recruiter screening call, keep it concise in an email with a clear reason why you’re not proceeding. - For the first step interview, send a more detailed email with the option for a follow-up call. - As candidates progress to the second step, offer comprehensive feedback via email, with the option for a follow-up call. - Finally, for the last interview, provide feedback directly through a call. Also, don't delay giving feedback to candidates who won't proceed to the next round, as waiting until the end of the process isn't necessary.

En général, je communique avec les candidats sur les listes d'attente par e-mail ou par téléphone. Je leur donne des informations sur leur position sur la liste d'attente, les délais possibles, et je leur offre des conseils sur les prochaines étapes à suivre. Je m'efforce également de répondre à toutes leurs questions et de les tenir informés dès que des mises à jour sont disponibles.

Feedback should be neutral. Also it should be focused on the key areas where a candidate must have to focus..It shouldn't be ambiguous also it should be deliver in such a way where is candidate feel more and more confident about the interview process even after their rejection. It could be in different modes of communication like a phone call, an email and if possible face to face discussion.

Deal with empathy and certainly with apology for not being able to close it with their candidature. Don't burn the bridges rather close on at positive note so that the doors are still open when you approach them next. Share the genuine reason why at a particular point ,you couldn't hire them and there will be ample opportunities ahead to reconsider them .

Addressing objections or complaints from waitlisted candidates demands sensitivity and professionalism. Acknowledging their feelings is crucial, showing we value their perspective. Offering a genuine apology for any disappointment reflects our commitment to a positive candidate experience. Providing clear, factual explanations behind our decision demonstrates transparency and fairness. Avoiding defensiveness and staying composed underscores our respect for their concerns. Offering alternative avenues, be it other opportunities or additional support, shows we're invested in their success. Ending on a note of gratitude reinforces our appreciation for their interest and feedback.

feedback is a continuous process and should be viewed as a tool for growth and development. Regularly assessing and refining your feedback practices ensures they remain valuable and impactful

The biggest piece to be aware of with candidate feedback is being not only timely, but careful in the way you deliver it and how much feedback you are delivering. Over delivering feedback creates more questions from the candidate and could be over sharing internal interview feedback that was not meant for the candidate. If we are declining the candidate, I always wish them the best and let them know we will always keep them in mind and let them know to utilize my network for their search. Always fine tuning a feedback method and delivery is essential to any hiring process.

I like to encourage communication. I will offer a timeline and if no decision is made, I'll reach back out with an update. Sadly especially as of late; these waitlists can be drawn out, and with many exceptional candidates pending feedback. I ensure everyone I speak with knows it's okay to reach out to me with any questions or concerns, anytime!! You are never being impatient, and I invite you to call or message me. If I don't have any constructive feedback or updates, I'll do my best to change that. No human should feel they have to wait by until someone has time for them. If you're unsure and want and update, please reach out! 🙏

Be mindful of your time when providing feedback it's important! But don't waste a massive amount of time. What step in an interview process a candidate is on should be proportional to the level of feedback you provide the individual candidate. They applied - Email with non or light feedback recruiter screening call - Email with light feedback 1st step interview - Email with medium with an option for call 2nd step interview - Email with medium with an option for a call Final interview - call And don't wait for the process to close before you send feedback to no-go candidates.