Posts tagged with ‘feedback advice’

Giving negative feedback to candidates

For recruiters an interview is routine; for a candidate it’s a high-stress and potentially life changing event. Interviewer feedback is therefore very important. Sometimes it’s excellent, but many candidates say that it is frequently either non-existent or unhelpful. Unhelpful feedback falls into several categories:   1. Bland Often a variant on “we met other people who fit the job better”. This may be untrue,.
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How to give the right candidate experience

When I was an in-house recruiter, getting the candidate experience right was the holy grail. For me, this tells a candidate everything they need to know about the business they are applying to, how it operates and what its values are. From the first acknowledgment email, to the interview process and then to the offer, the experience a candidate has.
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How to treat candidates well

How you treat a candidate during the recruitment process is usually a pretty good indicator of what sort of employer you are and how you look after your clients and customers.  And every sensible employer knows that attracting and recruiting talent is paramount to the ongoing success of an organisation. Despite this common knowledge, some jobseekers are still being treated with.
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Weird interview questions: pointless or necessary?

From ‘What’s your favourite colour’, to ‘Where do you see yourself in 10 years’ time’, just how useful are curveball questions in interviews? Job interviews can be nerve-wracking enough for applicants, without having to worry about bizarre questions that might be aimed at them. Unusual questions can be very useful in interviews, (particularly if the applicant appears to be a little too.
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How to give good feedback

No one likes to face up to their inadequacies, but finding out what went wrong in an interview can really help jobseekers improve their chances of success in the future. However, the right approach by recruiters is key… “Sorry, but you didn’t get the job ‘cos you were a bit rubbish, really.” There are many ways candidates can be told how they’ve done in.
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