Why is swift feedback important in the recruitment process?

Why is swift feedback important in the recruitment process?

Published on: 19 Oct 2018

Almost every recruitment process requires a lot of work: searching for candidates, reviewing the resumes, choosing candidates for the interview, conducting interviews and... a lot of feedback. Each interview is connected with spending much time by a recruiter and a candidate. When it comes to specialists, who work in other companies, there is a necessity of taking a a day off. It's normal that such a candidate would like to know if they have a chance of getting a job and what a potential employer thinks about them. They need to get feedback as quickly as possible. Why is swift feedback so important?

1. A candidate feels important and respected

The recruitment process has two sides: a candidate needs the job, and an employer needs an employee. A successful recruitment is impossible without some respect on both sides. If someone takes a leave to go for the interview and/or drives a long way to meet the recruiter, they invest a lot of effort to get a job. It's a matter of respect to give them swift feedback, regardless of the outcome. Forcing candidates to wait for a long time is indicative of the company's disrespect.

2. A candidate can decide about their further career

It isn't surprising, that the best specialists can choose from many job offers. However, they have to know all the details connected with these offers in order to decide on the best one. Lack of knowledge about the results of interviews, in which they took part can be really frustrating. Moreover, the employer who delays full feedback can lose a chance of hiring the best candidate. Since they decide to give feedback, the candidate may choose a job offer from the competitive company.

3. A candidate learns about the company's attitude

This point is strongly connected with the first one. If the company delays giving full feedback, even though the decision was made before, the candidate can think that their attitude to the recruitment process is unserious. If the employer is unserious at this stage, what you can expect later after starting work? The perspective isn't encouraging. That's why the candidate can refuse the job offer if the feedback wasn't fast enough.

4. A candidate can give their opinion on the company's attitude to the other specialists

Many technical branches are so specific and narrow that most people dealing with them can know each other from conferences, previous jobs or other places. Even if a job candidate wouldn't work for you, they can talk to other specialists about the recruitment process in your company. It can sound really bad if they say that the company delays feedback, or they don't give it at all. People who hear such things can become reserved and suspicious. These are people who could be your potential employees!

The last thing you should consider is: what is SWIFT feedback? How long can a candidate wait? It depends on the industry. However, when there are few specialists in your area and finding a good employee is difficult, your time is very limited. Providing a candidate a swift feedback can increase your chances of successfully employing a real talent.