Many pieces have been written about how recruiters should always provide feedback to candidates who have attended an interview through them. However, it should also work the other way. It’s extremely useful for recruiters to receive feedback from candidates about their thoughts on the company they have just interviewed with. The reason being that it can provide important information on what can be done to improve the overall candidate experience. If this can be achieved, it’s more likely that in-demand candidates will choose your company ahead of any other offers they may have. Consequently, more offers are likely to be accepted, and the recruiter will enjoy more success with the number of placements.

Experience provided to candidates can be improved…

A recruiter should have a strong enough relationship with their clients to be comfortable enough advising them of any shortcomings they may be showing during the interview stage. If the recruiter receives some constructive criticism from a candidate about the interview experience they received, they can go back and inform the company about this. The company will then be aware of the issue, and be able to eradicate or lessen its impact moving forward. As a result, it’s likely that the interview experience will be improved for the future, meaning more high quality candidates will be attracted to the proposition of joining their team.

A better company reflects positively on a recruiter.

As a consequence of any feedback received, it should lead to the company providing a better candidate experience moving forward. This will not only act as a positive for candidates interviewing with the company in the future, but also for the recruiter. If candidates are impressed with how they are treated during the hiring process, they will be more inclined to positively endorse the company to anybody they know. This may stand even if they are ultimately unsuccessful in the interview. Therefore, the better the reputation of a company becomes, the easier it will be for the recruiter to enthuse about the opportunity when looking to attract potential candidates. It will also reflect well on the recruiter that they are working alongside such an impressive outfit.

Strengthening of recruiter / client relationship.

Once the recruiter starts to report back to the company about the candidate feedback they receive, it should bring both parties closer together. They are likely to work more intimately alongside each other to discuss the improvements that will benefit all concerned. Rapport will be built, and regular dialogue will certainly not do the recruiter any harm in regards to remaining at the forefront of the mind of the client. Furthermore, assuming that the success rate starts to increase as a result of positive changes made, the likelihood of more quality placements being made rises. This will benefit the company as their vacancies will be filled suitably, and the recruiter will make more money. Success will of course only strengthen a relationship between all concerned.

When should the feedback be sought..?

As highlighted above, candidate feedback can enhance the capabilities of a company, which in turn, benefits everyone connected with them. However, when should the recruiter ask for such feedback from a candidate? The answer to this question is simple; the feedback should be sought immediately after candidates have attended the interview. This is due to the fact that the interview will be fresh in their memory, meaning the feedback is likely to be more thorough and accurate. Once the feedback has been collected, the recruiter can inform the client, and work can begin on making any necessary changes based on any recurring trends that are highlighted!