You have just completed a round of job interviews for a role you are looking to fill. In this situation there are going to candidates who get the good news that they have been successful. The other 3 or 4 get the standard you have been unsuccessful message.
This raises an interesting question. Should you offer feedback to the unsuccessful candidates or not?
With worries about litigation I can see why employers may be reluctant to offer feedback. Equally how much of an issue is this in reality.
If as an employer you have followed a process, given each candidate an equal chance to demonstrate what they have to offer and evaluated candidates against specific criteria, there should be little concern about giving feedback.
My perspective on this issue is that offering feedback to candidates who are interviewed should just be the norm.
Going to a job interview is a significant commitment. There’s research to be done, preparation as well as the time to go to the interview. For serious candidates that’s likely to be at least 10 hours of time.
What’s your perspective?
Since 2006 I’ve worked with in excess of 6,000 accountants and professionals in workshops, seminars and one to one helping them land their next jobs and become better leaders, presenters and business partners. Before that I spent 25 years in accountancy climbing the career ladder from Payments Clerk to FD. I’m a CIMA Fellow, Certified Professional Coach and Team Coach Facilitator.