As a hiring manager, you’re certainly not new to rejecting candidates for an opening at your company. Practicality would say that forgetting the candidates post rejecting them would save you time but there are lots of hidden benefits behind giving candidates feedback post their interview.
It doesn’t seem to bring you any benefits as a hiring manager but has a positive long-term impact on you and your company. Here are a few benefits of providing interview feedback to candidates:
- It’s a PR masterstroke: Candidates do get dejected when rejected but that doesn’t mean that they can’t take criticism positively. Some candidates also find rejection to be obfuscating when they know that they had everything in their favour. Moreover, leaving candidates with those pesky question marks hanging over them can lead to a bad reputation for your company especially when social platforms have the potential to create quite the buzz about anything.
- It’s ethical: Candidates tend to go waist-deep in preparation for interviews thus raising their expectations. When you reject candidates, dismissing them in a trice does no good since their efforts would go unappreciated. Showing candidates some courtesy and making them feel positive their chances in the future is key to creating a great image for your company.
- It will fill talent pools with ease: When candidates get suitable feedback on their skills and interview performance, they’re sure to spread the word around. When this happens on digital platforms across the web, prospective candidates will pay attention to these feedbacks and hone their skills before applying for future openings.
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