How do you use multiple feedback sources?

1 Why use multiple feedback sources?

Gathering feedback from various sources can provide a more comprehensive and balanced outlook on your candidates, your hiring process, and your performance. This feedback can be used to validate assessments and decisions, identify strengths and areas for improvement, learn from best practices, enhance communication and collaboration skills, and build trust with stakeholders. Ultimately, it can help you to avoid mistakes and maximize the success of your recruitment efforts.

2 How to collect feedback from candidates?

Candidates are a valuable source of feedback, as they can provide insights into their expectations, motivations, and experiences during the hiring process. To collect feedback from candidates, you should ask open-ended and specific questions during interviews and follow-ups, send surveys or feedback forms after each stage of the hiring process, and encourage honest and constructive feedback. Additionally, thanking candidates for their feedback and acknowledging their concerns is important.

3 How to collect feedback from hiring managers?

As a recruiter, you should partner with hiring managers throughout the hiring process. This includes aligning on the role requirements, expectations, and timeline before starting the hiring process. Additionally, you should share your screening criteria, shortlist, and interview notes with them regularly. After each stage, it's important to ask for their feedback on the candidates, the process, and your performance. Lastly, don't forget to solicit their suggestions and recommendations on how to improve the hiring process.

4 How to collect feedback from colleagues?

Colleagues are your peers and supporters in the hiring process, as they can provide their perspectives, expertise, and assistance. You can gain valuable feedback from colleagues by asking for their input and advice on the role, the market, and the candidates. Inviting them to join or observe interviews and share their observations is also beneficial. Additionally, you can ask for their feedback on your sourcing, screening, and interviewing skills. Sharing your feedback and learnings with them, as well as learning from theirs, is a great way to improve your skills.

6 How to use feedback effectively?

Collecting feedback is not enough. To effectively improve your hiring outcomes and recruiting skills, you must analyze and synthesize feedback from multiple sources to identify patterns, themes, and gaps. Prioritizing and acting on the most relevant and actionable feedback is also essential. Additionally, you should track and measure the impact of the feedback actions you take, as well as seek and give feedback continuously and consistently.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?