Giving feedback is important. Good or bad, the candidate needs to know.
“But TJ, we already talked about this. We get it, giving feedback is important. ”
I know, we already talked about this. I want to take this a step further though. Giving accurate feedback is important.
We aren’t involved in the decision making process. We weren’t there when our candidate was interviewing.
We would have loved to be a fly on the wall to know exactly what happened. But that’s not the reality of our lives.
We have to communicate the feedback that was given to us by the hiring managers. It’s basically Chinese whispers.
What happens when the client decides to move on and the feedback is that they aren’t a culture fit? Some of the team members in the interviewing process didn’t think that the candidate was relatable.
You tell that to the candidate and they start reading in between the lines. They say to you, “it’s because I am old.”
You internally start freaking out. How do you handle that comment? What do you say next?
What you say next is very important. We have to make sure that we don’t read in between the lines and don’t let the candidate do it either.
We need to first let the candidate know to not read in between the lines. We should remind the candidate that not every company is for them and vice versa.
Our jobs are to provide accurate feedback. Not read in between the lines and then add some spice to the feedback.
That is the wrong approach. Unless you absolutely know for certain that the candidate was rejected for a specific reason don’t tell them anything but what the accurate feedback that was given to you.
Reading in between the lines is a great way to lose your credibility.
Let’s make all of our lives easier and not play Chinese whispers.