If feedback is the breakfast of champions then working in recruitment can sometimes feel like a starvation diet. Recruiters represent both the candidate and client. They’re a sounding board for clients who are looking for their perfect hire and an invaluable resource for candidates seeking a new opportunity. Neither party can succeed in their ‘transaction’ without us, yet so often we are starved of crucial feedback!
This is the face I make when I ask for feedback but, instead, receive vague generalisations about a candidate interview, get mislead by overzealous candidates or get just straight-up radio silence from either end. I get it, honest feedback can be uncomfortable and sometimes, a little confrontational. But seriously, bending the truth or just avoiding it completely is incredibly damaging to your relationship with your recruiter and without the plain facts, we simply cannot do the best possible job for you.
Here are some great opportunities you have with your recruiter to provide straight-up, honest feedback that will help us serve you better.
If you’re a client:
When you’re calling in a job order
The duties of an Office Manager, for example, could vary wildly between companies. Try giving explicit details as to what is expected from this person. What personality fits in with the culture and what they will actually be doing day-to-day?
When the job order has changed
Keeping us up-to-date with the in-house conversations you’re having about the role mean we are best equipped to find you the perfect candidate. It also provides us with invaluable insight into your business and how we can adapt our search and screening techniques.
When you’re rejecting a candidate
Withholding feedback about candidates you reject not only damages your reputation and brand, it prevents your recruiter from getting it right the next time. All parties have something to gain from understanding why it wasn’t a good match.
When it comes to delivering decent feedback be open to questions, be generous with your time and be specific. If time is particularly precious, schedule calls specifically for the purpose of giving regular feedback on interviews or resumes.
If you’re a candidate:
When you’re not going to show up or you’ve changed your mind about the role
If you want to maintain your personal brand, just get in touch and give us the feedback. It’s surprising how many candidates choose to go AWOL rather than offer valuable feedback to their recruiter. Safe to say, we don’t contact them with other opportunities.
After an interview with a client
The more we know about what happened in the interview, the better positioned we are to ensure that candidates are prepared to impress. Plus it ensures that the expectations of client and candidate are aligned, even when the recruiter is no longer involved.
When you’re on a temp assignment
Feedback on temp assignments is crucial. When it’s going really well, we can investigate extensions/permanent opportunities for you. If a client doesn’t fulfil their duties, we can follow up to ensure requirements are met. If you’re performing extra duties, we can ensure it’s covered in your wage.
Of course, I can’t speak for all recruiters, I know the reputation our industry bears. I don’t doubt that foundations of mistrust have sprung from individuals who lack integrity and choose to burn bridges rather than build relationships.
However, the times when I personally have let candidates or clients down the most are often because I was missing vital facts and feedback. These are vital opportunities to learn and move forward! Providing informative feedback is not a personal attack on a candidate, its professional and outcome focussed. How can we succeed unless we understand and acknowledge where we went wrong?
For years nutritionists have insisted that breakfast is the most important meal of the day and, for the sake of this metaphor, I’m inclined to agree: feedback is an essential daily contribution to the success of your career.
By Claudia Bellwood, Temp Consultant, Rusher Rogers