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.