Ask a Recruiter: What Feedback Do Recruiters Need from Employers to Deliver Top Talent?
When working with an outside recruiter to assist with filling a job opening, it can be natural for an employer to assume they no longer need to be hands-on with the hiring process. While our recruiters can apply their expertise to each job opportunity, ongoing feedback from the hiring authority is still essential to provide insights specific to the organization and culture. In this article, we explore why employer feedback is critical during the recruitment process, and how to provide it in a way that steers the search in the right direction in order to find the ideal person for the role.
Why is employer feedback so important to the recruitment process?
After employers meet with candidates they decide not to move forward with, the default feedback we often hear is, “They’re just not a good fit.” While common, this response does a disservice to everyone involved. Without specific feedback we do not have clear direction to adjust the search with, which limits our ability to deliver the candidates that the employer truly wants. Lack of feedback or transparency can also create frustration from the applicant’s end when they have been deeply involved in the interview process and are not chosen to proceed to the next round. This can result in them perceiving the employer’s brand in a negative light. Executive-level candidates are sharp; they quickly notice inconsistencies and can read between the lines. If they are undervalued during the recruitment process, then they won’t be as interested in joining the company, especially in cases where hiring involves multiple stakeholders or a global employer of record coordinating international compliance and onboarding.
In turn, it is just as valuable for clients to provide feedback on candidates they choose to move forward with. From our experience, employers often discover a specific quality or skill set during an interview that sparks their interest, even if it was not part of the original role requirements. Sharing why a candidate is advancing to the next round not only reinforces that our search is on track but also helps us prioritize candidates with similar strengths as we continue sourcing.
When is the most critical time to provide feedback?
While we always appreciate and encourage ongoing feedback from the start to the finish of our recruitment process, the most crucial time we need in-depth feedback is after the initial interview.
Feedback after reviewing a candidate’s resume and our summary of them is helpful, but employers should remember that applicants are more than what can be captured on paper. Since the people we present have already been carefully screened and shortlisted, clients should keep an open mind when deciding whether to meet with them, they may be pleasantly surprised.
How should employers provide constructive feedback when partnering with a recruiter?
The more information we receive, the better we can refine the search. The best way employers can give constructive feedback is by sharing specific details on each candidate we present.
Compare these two types of feedback after interviewing a candidate:
Example A: “The candidate wasn’t really the right fit; something was off about them. Keep looking.”
Example B: “While we liked how this candidate was strong in [X] experience and [Y] skill sets, they had a difficult time answering questions about [Z] that we realize is necessary for this role. Please find someone who can also vouch for their previous experience in [Z].”
See the difference between the examples? While Example A only tells us that they will not be moving forward with a candidate, Example B provides more details, sometimes bringing up more information that the employer may not have initially thought would matter. This new knowledge enables us to refine our approach, and in this example, source candidates with the [Z] factor that is crucial for the role, while also acknowledging that the [X] and [Y] attributes are still top of mind in the employer’s eyes.
At the end of the day, honesty really is the best policy when partnering with a recruiter. Open and fluid communication between employers and recruiters helps us refine our strategy until we find the right candidate. That’s why sharing all relevant information upfront, beyond the job description, is crucial for us to hit the ground running. Employer feedback is powerful, and when it is timely and thoughtful, it can make all the difference in securing top talent.
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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