Though, don’t know who said this, but it is so true! As an employer and Healthcare Services provider, you know how challenging and time-consuming it is to find and hire the right talented medical staff for your organization. You spend hours reviewing resumes, conducting interviews, and evaluating candidates. You also know how rewarding and satisfying it is to make an offer to the best candidate and welcome them to your team. But what about the candidates who are not selected? What do you do with them? Do you simply send them a generic rejection email and move on? Or do you take the time to give them constructive and personalized feedback on their application and interview performance? If you are in the first group, you are missing out on a valuable opportunity to improve your employer brand, enhance your candidate experience, and build a talent pipeline for the future. Giving feedback to rejected candidates is not only a courtesy and a sign of respect, but also a strategic and beneficial practice for your organization. Here are some of the reasons why giving feedback to rejected candidates is the best thing you can do, apart from offering them a job: Giving feedback to rejected candidates improves your employer brand.
- Your employer brand is the reputation and image of your organization as an employer. It reflects how you are perceived by potential, current, and former employees, as well as by the public. Your employer brand influences your ability to attract, engage, and retain talent, as well as your competitive edge in the market.
- Giving feedback to rejected candidates can enhance your employer brand by showing that you are a transparent, honest, and professional organization that cares about its candidates and values their time and effort. According to a survey by Talent Board, candidates who receive feedback are four times more likely to rate their candidate experience as positive, and are more likely to apply again, refer others, and remain in touch for future opportunities.
- Giving feedback to rejected candidates can also help you differentiate yourself from other employers who do not provide feedback, or who provide vague and impersonal feedback. By giving specific and actionable feedback, you can demonstrate your expertise, credibility, and authority in your field, and show that you have high standards and expectations for your employees.
- Your candidate experience is the perception and impression of your organization that candidates form throughout the recruitment process, from the moment they apply to the moment they receive an offer or a rejection. Your candidate experience affects your ability to attract, engage, and convert talent, as well as your retention and referral rates.
- Giving feedback to rejected candidates can improve your candidate experience by showing that you are a respectful, empathetic, and supportive organization that recognizes and appreciates the candidates’ contributions and potential. According to a survey by Indeed, 92% of candidates want to receive feedback after an interview, and 83% of candidates say that receiving feedback would greatly improve their overall experience.
- Giving feedback to rejected candidates can also help you build trust, rapport, and loyalty with your candidates, and make them feel valued and respected. By giving constructive and personalized feedback, you can show that you are genuinely interested in their development and success, and that you are willing to help them improve and grow.
- Your talent pipeline is the pool of qualified and interested candidates who are ready and available to fill your current and future vacancies. Your talent pipeline enables you to reduce your time and cost to hire, improve your quality of hire, and ensure your business continuity and growth.
- Giving feedback to rejected candidates can strengthen your talent pipeline by keeping them engaged, interested, and connected with your organization. According to a survey by LinkedIn, 94% of candidates want to receive feedback after being rejected, and 67% of candidates say that receiving feedback would make them more likely to reapply in the future.
- Giving feedback to rejected candidates can also help you nurture and develop your talent pipeline, and prepare them for future opportunities. By giving positive and encouraging feedback, you can motivate and inspire your candidates to pursue their career goals, and to keep your organization in mind. By giving negative and constructive feedback, you can help your candidates identify and address their gaps and weaknesses, and to enhance their skills and competencies.
- Give feedback as soon as possible, preferably within a week of the rejection. This shows that you respect the candidates’ time and interest, and that you are prompt and efficient in your communication.
- Give feedback through the most appropriate channel, preferably the same one that you used to communicate with the candidates throughout the recruitment process. This shows that you are consistent and professional in your communication, and that you respect the candidates’ preferences and convenience.
- Give feedback in a clear, concise, and courteous manner, using positive and polite language and tone. This shows that you are respectful and empathetic in your communication, and that you avoid any ambiguity or confusion.
- Give feedback that is specific, relevant, and actionable, focusing on the candidates’ strengths and areas for improvement, and providing examples and suggestions. This shows that you are honest and constructive in your communication, and that you provide valuable and useful information.
- Give feedback that is objective, fair, and consistent, based on the job requirements and the candidates’ performance and potential. This shows that you are transparent and credible in your communication, and that you avoid any bias or discrimination.