A Recruiter's Guide to Effective Interview Feedback

As recruiters, we often overlook the power of good interview feedback. But it's a game-changer. Here's why and how to do it right.

Why bother with feedback?

1. It respects candidates' time and effort.
2. It builds your company's reputation.
3. It helps candidates improve, fostering goodwill.

Feedback templates: Your secret weapon

Using templates saves time and ensures consistency. Here are three you can start using today:

1. The "Close But Not Quite" Template

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[Candidate Name],

Thanks for interviewing with us. While we were impressed by [specific strength], we've decided to go with another candidate who [brief reason, e.g., "had more experience in X"].

For future interviews, consider [actionable advice].

We appreciate your interest and wish you the best in your job search.

[Your Name]

2. The "Not The Right Fit" Template

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[Candidate Name],

We appreciate you taking the time to interview with us. After careful consideration, we've decided to pursue other candidates whose skills align more closely with our current needs.

We were particularly impressed by your [specific positive trait or skill]. For roles like this, it might be helpful to [constructive suggestion].

Thank you again for your interest in our company.

[Your Name]

3. The "Keep In Touch" Template

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[Candidate Name],

Thank you for interviewing with us. While we won't be moving forward for [role] at this time, we were impressed by your [specific skills/qualities].

We'd like to keep your information on file for future opportunities that might be a better fit. Please let us know if you'd be open to that.

In the meantime, you might consider [suggestion for skill development] to strengthen your candidacy for similar roles.

Best wishes in your job search.

[Your Name]

Tips for using these templates effectively:

1. Personalize: Always add specific details about the candidate.
2. Be honest but kind: Constructive feedback helps; harsh criticism doesn't.
3. Keep it professional: Focus on skills and experience, not personality.
4. Be prompt: Aim to provide feedback within a week of the interview.
5. Stay legally safe: Avoid comments that could be construed as discriminatory.

Remember, good feedback isn't just nice - it's smart recruiting. It keeps your talent pool warm and your employer brand strong.

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