Why is important to provide feedback after an interview?

  

Why is important to provide feedback after an interview?

For many people applying for new job opportunities, presenting interviews and going through long selection periods, in which most of the time they do not get any kind of response, can be very stressful. In most of the cases, the most frustrating part is not just getting a "No" as an answer, but not knowing "Why" they were not selected, especially when the candidates felt they did well during the interview. 

Giving feedback after an interview takes time and can be seen as an extra task during the recruitment process, but it represents kindness and empathy with the people who prepared and did their best to participate and respond to the vacancy that the company opened. 

When it comes to feedback, we speak in terms of communication skills, preparation, interaction and professionalism; if the candidate communicated clearly, it could be perceived as he was prepared to present the interview and had important information about the company and the market; or the interaction they had with the interviewer and how well they managed to answer the questions;  and finally, the use of proper language and ways to express their ideas during the interview; are some of the points we should consider to provide feedback to candidates. 

Receiving feedback after an interview is very valuable, as it leads candidates to develop self-awareness and improve personal and professionally for new opportunities for the future. During that job search process, receiving feedback can mean an increase on their chances of being hired at closer date. 

Then, how to give that feedback in a correct way, so that the candidate can take advantage of that information to grow and be hired in a short term? 

As contracting companies, heads, or departments of human resources, we should bear in mind that the following information provided during the feedback is key for the candidates feel valued and appreciated, even though, they will not move forward on the selection process. 

1. Thank the candidate for their participation in the process. 
2. Highlighting their strengths and abilities. 
3. Use clear examples to express your ideas. 
4. Do not use comparisons. 
5. Mention the reason why they were not selected by talking about their weaknesses in soft way. Do not involve the use of "you are not", or "you can’t", these expressions can affect negatively the way people receive constructive feedback.  
6. Finally, put at the service of the candidate advice and tools that can serve to transform weaknesses into strengths and motivate them always, by inviting them to participate again in future processes.