More and more often, I provide feedback to candidates, already during the first recruitment interview. I see a great value in this method for both sides: the Candidate and the Recruiter.
VALUE FOR THE CANDIDATE
At the initial stage of recruitment, the candidate already obtains information on whether his candidacy has a chance to be considered by the Employer. What can the candidate hear from me?
🍀 Information about the lack of the expected experience, which is a “must have” on the list of customer expectations. In such a situation, we leave ourselves in contact for the future.
🍀 Information about the lack or insufficient level of knowledge, technical or language skills.
🍀 Information that there is a certain doubt that I have to verify with the client in order to finally decide whether I can process her / his candidacy.
🍀 Information that the candidate’s qualifications exceed the assumptions of the position. In such a situation, we discuss whether taking a step back will be comfortable for the candidate and will be a sufficient challenge.
VALUE FOR RECRUITER
Transparent cooperation with a candidate, who is also a client in this process (!), enables building trust between the recruiter and the potential employer. It makes both parties treat each other like partners and fair. We can count on transparent and smooth communication also on the part of the candidate, and thus minimize the risk of “sudden return of shares”.
SUPERIOR VALUE
Feedback, which is constantly the point of the greatest misunderstandings between the parties in the recruitment process, reaches the addressee and the candidate does not have to wait long for him.
Is this approach fair?
