Interview Feedback – the good, the bad and the ugly

Interview Feedback
Interview Feedback – the good, the bad and the ugly
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About the Author

Laura Machan

Laura Machan

Laura Machan is a Partner, Recruitment Solutions for Lee Hecht Harrison Knightsbridge based in Toronto, Ontario. Although she has been recruiting for quite a few years, she still gets a big thrill from calling someone to set up an interview and an even bigger thrill when she hears a happy dance as she tells them when their new job starts. Laura lives with her family in Oakville, where she has lived for over 25 years, and is a significant contributor to the Canadian Federation of University Women - Oakville and Women in Nuclear, Golden Horseshoe Chapter.

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Getting interview feedback from a client is essential. It’s pretty great when a hiring manager calls to say the interviews went well and they want to move the candidates forward in the process.

Sounds positive right?

But it’s not enough information. It’s tempting to let them off the hook and just move forward. That kind of thinking with come back to bit you later.

You need to know why they like the candidates. “He’s really nice” is not a valid reason to hire someone.

I am not saying you should hire people you can’t stand but you do need to identify what it is about their experience, style and education that makes them seem likely to fill the gap in an organization.

This is equally true when the hiring manager declares that a candidate is not a fit. What is is about them that makes them not a fit? It it something that will develop over time or a characteristic that is not likely to change?

Not knowing a company’s acronyms or specific processes can be overcome. You can even ask questions during the interview about how the candidate has gotten up to speed in the past for some reassurance.

If the candidate shows up late, chews gum and takes a call during the interview, those might be characteristics that make that person a complete non-starter.

Interview feedback is being clear about what specifically is good and what is missing or misaligned. That’s the only way to increase your chances of making a successful hire.

You can follow Laura Machan on her twitter account @recruiterscouch. A complete list of her articles can be found here.

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