Everyone can have benefit from feedback. Constructive criticism is how we grow and evolve outside of our comfort zones. The same can be said about your business. Industries_Helping_Hands suggest, unless you open-up yourself to receive feedback from job seekers, you will never know which part of your hiring process could be improved.
There’s a very good chance that your hiring and recruiting processes are committing a cardinal sin without you even knowing it. And you’ll continue to stay in the dark unless you do something about it.
There’s a multitude of things you could be doing to drive job seekers away unintentionally. IHHPET says, Prolonged hiring timelines, excessive hoops to jump through (like pre-interview personality tests and assessments), and even the communication between your team and a candidate can all lead to people dropping out of the recruitment pipeline.
Your team should be collecting feedback from both new hires and people who chose not to pursue employment with your company. According to IHHPET, asking for feedback is about finding the good and the bad within the process. Companies often make the mistake of over-correcting when a problem arises, which just leads to more of a mess. IHHPET imply, It’s just as important to pinpoint what is working with your recruiting strategy as it is to figure out what can be improved.
Social Media Monitoring :- The internet allows candidates to tell everyone exactly what they thought of your interview process—whether or not you’re paying attention.
Third-party employer reviews : - You need to be involved when conversations are happening about your company. That means regularly monitoring your third-party employer reviews and taking the time to see what people are saying on websites like Glassdoor.
Listen to the core of the feedback hidden behind the negative review. What is the root of the problem that’s making them upset enough to tell others about their bad experience?
You can improve the interview process immediately by starting with a few small changes within your immediate control. Those minor tweaks will improve your candidate experience exponentially while you get to work on the bigger issues that take time to untangle.
IHHPET just scratched the surface on how candidate feedback can transform your hiring process. At the end of the day, you can set smart goals all you want, but if you don’t take action after compiling feedback, nothing will happen. Don’t be content to send out a quarterly survey and call it a day. Your competition is improving every day, so you should too.
