Slow Feedback Is Bad PR For Your Company

Slow Interview Feedback

Last week I had 3 people interviewed in person at three different organizations for 3 different types of positions. Even though each position and organization is different, they all have one thing in common.

Virtually “NO” timely interview feedback.

The problem of getting client feedback in a timely manner is probably the biggest complaint I hear from candidates I represent on search assignments. I have spoken with other recruiters I know in other industries and I hear the same thing from them. It is happening, or rather not happening across all search types to even include Retained Search.

As most of my clients know, when they engage SecurityHeadhunter.com to perform a search assignment for a senior level position, critical hire or hard to fill position, we don’t run out and post jobs to a bunch of job boards. We actually recruit candidates that are generally working and happy in their current job. They are top candidates that will only make a move that is right for their family and career goals.  They ARE NOT actively looking for a job, rather they are interested in hearing about the employer opportunity and once again determining if this new opportunity AND company are a fit for them.

During the interview employers are looking at the candidate for a match, but remember that the candidate is also looking very hard at the employer. What kind of first impression does the employer make on the candidate.

We all know the old saying “There is never a second chance to make a first impression” and when employers wait 4-5 days or a week or longer to provide feedback, this leaves candidates with less than a great impression of that employer.

I understand that everyone is busy.  Just staying up with emails and all the other electronic media can be overwhelming, however when an employer has an open position the goal is to fill that position. To fill the position, interviews must take place and to get candidates to want to work for your company and accept your offer employers must sell the candidates on their company. Dropping the ball on feedback is no way to sell your company to a prospective hire.

All I am trying to say here is that if an employer decides to interview a candidate and go through the time and expense it takes for the interview , then get feedback about the interview out ASAP. Not only will that make my job easier, but the candidates will realize that you are not only serious about filling this position, but you are professional in how your company deals with candidates.