Talented, qualified, and passionate candidates are rare treasures. When you find multiple gems but have only one current role to fill, it can be heartbreaking to know you’re letting top talent walk out the door.
Aside from the actual job, there’s not much else you can offer to make them feel valued by you and your team, right? Actually, according to the majority of job seekers, this is wrong.
In fact, 94 percent of talent wants to receive interview feedback, according to a recent LinkedIn report. Only 41 percent, however, have actually received interview feedback.
Job seekers are looking for this critical information to improve their chances of landing a role. They don’t want to simply move on from your interview process. Instead, they want to move on with the purpose and intention to achieve interview success in the future.
By sharing interview feedback, you’re showing genuine concern and interest for candidates’ futures. Allowing them to learn from their interview experience with you offers a valuable interaction that keeps them connected and engaged with the company.
Of course, sharing constructive feedback is never easy, especially when you want to keep talent in your pipeline. But with the right mixture of tact and honesty, it can effectively be accomplished.
Here are three ways you can add the key element of feedback into your interview process without permanently pushing talent out of your pipeline:
Offer to meet in person
The digital revolution has given hiring pros the ability to immediately access job seekers. Reaching out on social media, via text messages, and on job boards makes them more reachable than ever.
However, the easiest and quickest form of communication isn’t always ideal. The stereotypes of people preferring on-screen communication are quickly fading, especially for younger generations. In fact, 68 percent of junior professionals in a Ryze App study said they value face-to-face networking as opposed to online networking.
In-person interactions aren’t just beneficial for job seekers receiving personalized feedback. They’re also important for hiring pros handing out the critiques. Offering constructive criticism in a non-demeaning manner is easier when you can openly interact with a person. As you give feedback in the moment, as opposed to typing on a screen, there’s little room for misinterpretation and it encourages healthy dialogue.
Send them away with resources
Detailed feedback gives candidates a whole new perspective and control over their job search. By giving them insights into why they didn’t receive a job offer, you’re taking away the power of assumptions and helping them be proactive moving forward.
Give them even more direction by taking your feedback a step further. Offer resources specific to your reasons for rejection. For example, if they lack sales experience, direct them toward positions that will condition them in selling directly to hospital staff or doctors. Or for those who need to polish their communication skills, send free courses or links to resources your team has found helpful.
Continue reaching out and mentoring when possible. As a result, they’ll see your dedication to their success and interest in ensuring they become the next top new hire for one of your open roles.
Connect them with a colleague in the industry
The best company branding agents are found internally. The medical sales reps on your team know better than anyone what it takes to get hired and climb to the top of the leaderboard. They’re also sympathetic to the competitive and sometimes discouraging nature of this very niche job search.
Connect promising candidates with someone from your sales team to nurture a strong connection and help them improve for the next open role. Let team members in on why you chose another candidate over their new mentee. Then, ask them to connect, exchange their own personal struggles with landing a medical sales job, and assist in helping the candidate grow their skill sets to fit the company’s expectations.
Do you offer candidates feedback after giving someone else the job?