Was ist der beste Weg, um das Feedback der Bewerber nach der Einstellung zu verwalten?

Managing candidate feedback after hiring is crucial for improving your recruitment process and ensuring a positive candidate experience. Here are some best practices to consider: Acknowledge and Appreciate Timely Communication Constructive Feedback Maintain Relationships Training and Development for TA Team

The best way to manage candidate feedback after hiring is to: 1. Schedule Post-Hire Meetings: Have one-on-one meetings with new hires to discuss their experiences. 2. Encourage Open Communication: Create a safe space for candid feedback, addressing any concerns promptly. 3. Implement Feedback: Act on constructive feedback to improve the onboarding and hiring process. 4. Ongoing Feedback: Continue to solicit feedback as employees settle into their roles to ensure long-term satisfaction and performance. 5. Measure and Adjust: Use feedback data to make strategic improvements to your hiring and onboarding processes.

Provide feedback promptly to unsuccessful candidates, as it helps them understand the reasons for the decision and improve their future applications. Prompt Feedback Constructive Feedback Encourage Questions from the Applicants Relationship Building

I've always found the key to any hiring process is hearing what is/isn't working during an interview. And the best way to get this Is from both the candidates perspective and also the clients. Make it an important part of your process so that you can learn exactly where things might be going wrong. This will help you: 1. Types of questions that being used 2. Understand your hiring manager better 3. Where candidates are struggling the most 4. Areas that might need to be changed/improved 5. How you use this knowledge to prepare candidates People invest their valuable time and resources to prepare and attend interviews. If managed correctly this should be a straightforward step in your process.

Having spent three amazing years in the dynamic world of Human Resources, I've come to appreciate the tremendous impact that feedback can have on our interactions with candidates. Respect and Trust Building: Providing feedback demonstrates that we respect a candidate's time and effort. It conveys that we genuinely care about their professional development. When candidates receive feedback, they are more likely to refer others, reapply for future roles, or accept offers down the road. It helps us identify and address any gaps or issues, enhancing the overall quality of hire and retention rates.

Every person has a different preference when it comes to interview feedback, but all deserve to know within a decent timeframe. For positive feedback, I find almost every candidate prefers to receive the news verbally, and it's my preference as a recruiter to extend an offer this way. For others hearing a rejection verbally is difficult and they prefer to be notified another way

I used to just take client feedback at face value and deliver as such. Now I probe more with the client for two reasons: 1) I want to give the candidates as much detail as possible. Not just, "not the right fit" or "another candidate had more relevant experience." 2) Like all of us, clients have biases - I want to hold up the mirror on those. (That is a delicate conversation!!) I see it as my role to ensure the biases are discussed openly so they do not get in the way of providing a fair and equal opportunity for candidates. -->My bias: I struggle with candidates who display arrogance, even if it is subtle. I watch myself on that because that is my bias and I am not the one hiring the person.

Managing candidate feedback after hiring is not just a formality; it's an essential part of maintaining a positive relationship with candidates and improving your hiring process. It's an opportunity to demonstrate professionalism and respect for candidates' efforts and time. Timely Communication: Be Honest and Constructive: Highlight Positives:Offer Constructive Feedback: Respect Privacy:

Having delved into the world of Staffing for the past three years, I've learned that collecting feedback is the essential first step in the feedback loop. Before we can give valuable feedback, we must gather relevant and objective information. This means tapping into the insights of your hiring team and utilizing various sources like assessments, interviews, and references. To ensure consistent and unbiased feedback, it's crucial to establish clear and consistent criteria for evaluating candidates. Documenting input in a structured and standardized format is a game-changer. In today's tech-driven world, tools are our best friends. Feedback forms, surveys, and software can streamline and automate the feedback collection process.

In my experience, I deliver good news via text and not so good news via phone. I have found that delivering not so good news via phone, you can be clear and concise as to why the candidate was not selected and also, they can hear empathy in your voice to help smooth over the dreaded news. This has been effective in having a positive relationship with candidates then being able to coach them for future opportunities. I try to get as much feedback from my clients whether the candidate is selected or not.

I used to hand feedback out like candy, thinking everyone appreciates it as much as I do. That is not the case! Some people do not want feedback, or if they do, they have the kind of temperament where you need to deliver it gently. I now always opt to ask first, "would you like feedback?" whether it be from me or the client. About 85% of people want it. The 15% who do not in the mindset to hear it, and I respect that they are self-aware enough to know that. When I give feedback I am also careful to consider if my client would want me to share that specific feedback. And I always give the feedback in a conversation.

I've realized that delivering feedback to candidates is a critical skill that can make or break their perception and response. Deliver feedback within a reasonable timeframe, ideally 24-48 hours after the hiring decision. When delivering feedback, be specific. Provide concrete examples and explanations of what the candidate did well and where they have room for improvement. Don't forget to highlight the positive aspects of the candidate's performance. Offer suggestions and resources on how candidates can develop their skills or knowledge further. Maintain a polite and professional tone throughout the feedback process. As staffing professionals, our feedback can be a stepping stone for candidates' career growth.

Every person has a different preference when it comes to interview feedback, but all deserve to know within a decent timeframe. For positive feedback, I find almost every candidate prefers to receive the news verbally, and it's my preference as a recruiter to extend an offer this way. For others hearing a rejection verbally is difficult and they prefer to be notified another way - checking with candidates about their preferred method is always appreciated as well as inclusive.

In my three years of experience in Staffing, I've learned that handling feedback with grace and empathy is crucial. It's essential to be open to candidates' questions and concerns, acknowledging their feelings and valuing their input. Honesty, transparency, and consistent communication are key, and providing support, information, and follow-up can turn a potentially negative experience into a positive one. As staffing professionals, we are not just gatekeepers; we are enablers of growth, and it's our humane responsibility to ensure candidates feel heard, valued, and supported throughout their journey.

We send NPS surveys to candidates during the recruitment process and ask them for feedback on the overall process in their interviews. This information is compiled in a monthly report to the Managing Director and is used to improve their experience. In interviews, we preface our question with a statement about how they know more than us about the experience since they are applying to other jobs and can compare them. Most of the feedback we receive has been crucial to improving our process.

My journey in Staffing has taught me that feedback is a transformative tool. It's not just a means to communicate; it's a gateway to learning, improving staffing services, and elevating the candidate experience. To leverage feedback effectively, we must analyze it for patterns and trends, use metrics and tools to measure performance and act on it by implementing changes and improvements. Transparent communication with our hiring team and candidates is paramount. Moreover, sharing these insights with a broader audience, including stakeholders, industry peers, and the community, demonstrates our expertise and commitment to excellence. Feedback isn't just a conversation; it's a catalyst for growth and a mark of leadership.

By harnessing feedback, we have the opportunity to collect valuable insights and data to refine the whole recruitment process, improve candidate experience, and make changes that can positively impact becoming an employer of choice. The smallest of tweaks can make a big difference.

Encourage & motivate them. See how they start & what’s new they bring in. Do not impose what existing is going on. New players bring new shots.