As hiring managers, informing candidates of interview decisions can seem like a tedious and perhaps even unnecessary task. However, failing to do so can bring a host of unwanted consequences. In this article, we will explore the importance of informing candidates of interview decisions, why it matters, and how to do it effectively.
Firstly, it’s important to understand that each potential employee is a valuable asset to your company. Even during the candidate evaluation process, treating them with respect and keeping them informed is vital for building a positive reputation. A candidate who receives clear communication from a company, positive or negative, is more likely to recommend the company to others, which will help to attract top talent for future hires.
Secondly, leaving the candidate in the dark can cause unnecessary anxiety and stress. If a potential employee prepares for an interview, takes time out of their day, and makes an effort to present themselves in a professional manner, it’s only fair that they receive feedback as to how they performed. They are likely to appreciate the courtesy of a well-crafted email, phone call, or personalized letter, thanking them for their time and letting them know that they will not be moving to the next stage of the interview process or, better yet, that they have been offered the job.
Additionally, effective communication can help to reduce legal disputes. A job candidate may be left to assume that their application was rejected because of discrimination based on age, gender, religion, ethnicity, etc. This can lead to a lawsuit brought against the company. Providing personalized feedback can help quell these concerns and prevent legal action.
Now that we’ve explored why informing candidates of interview decisions is critical, let’s discuss how to do it properly.
The best way to inform candidates of their interview outcomes is through a personalized email or phone call. It can be time-consuming, but it provides an opportunity to give specific feedback and let the candidate know what they did well and areas where they could improve. Receiving personalized feedback can be valuable to a candidate’s professional growth and development, and it’s one way to set your company apart from competitors.
If the candidate has been selected for the next stage of the hiring process, providing a detailed plan of what’s next and when they can expect to hear back will help to avoid any additional stress or miscommunication.
In conclusion, informing the candidates of interview decisions plays a crucial role in building a positive reputation for your company. It not only shows respect to the candidates, but it can also help prevent legal action. Providing a personalized feedback loop can help you recruit exceptional talent for a prosperous future, and it can help support a candidate’s professional development. So take the extra time to craft a personalized message that will make the candidate feel valued and informed.
