Medicine Interview Feedback: Learning from Your Experience and Improving for Next Time
Learn how providing insightful and useful feedback to failed applications may enhance the candidate experience and your employer brand.
Employers spend time and money trying to discover the best match, so hiring the right person may be a difficult and drawn-out process. Informing rejected applicants of their status is one of the most challenging parts of the hiring process.
Expressing disappointment is never simple, particularly when applicants have invested a lot of time and energy in their applications and medicine interviews. Nonetheless, 39% of applicants claim that getting no feedback makes their experience unpleasant, making constructive criticism an essential part of preserving a strong employer brand and building goodwill.
Candidates who have undergone many rounds of interviews should, after all, be provided with information on their areas of strength and growth that they may use in their job search.
What is interview feedback?
Feedback from interviews is a helpful procedure that identifies applicants’ areas of strength throughout the recruiting process and provides suggestions for growth. It is thus a useful instrument for applicants to hone their abilities and become ready for new chances.
The stage of the interview process often determines the style and level of feedback given. In most cases, a brief email is suitable for applicants who are eliminated early on. A more individualized approach, like a phone call, may have a far greater influence on those who go on to the subsequent phases. This enables thorough and customized feedback, providing applicants with useful information they may use in subsequent medicine interviews.
The importance of interview feedback
Whether or whether they get the job, prospects may have a lasting impression from a pleasant recruiting experience.
While there are many elements that go into making a great candidate experience, one of the most important is giving constructive criticism. Indeed, 78% of applicants said that if they are rejected for a position after an interview, they would want an explanation and feedback.
Giving comments during a medicine interview is crucial for the following main reasons:
- It’s the proper course of action: Candidates devote a great deal of time, energy, and passion into their performance and preparation for medicine interview questions. Giving them constructive criticism is a professional courtesy that helps lessen the hurt caused by rejection. Candidates are more likely to see the process as fair and beneficial when they know why they weren’t chosen.
- Encourages equity: Feedback guarantees that recruiting choices are open, impartial, and devoid of needless prejudice. It forces the recruiting staff to explain their decisions in detail, emphasizing certain elements like interview performance, experience, and expertise.
- Opportunities in the future: A candidate who isn’t a good match now might be the ideal hiring later. Your company’s hiring quality will eventually improve if you provide constructive criticism and create a nice work environment, which will motivate people to reapply for future possibilities.
Benefits of giving feedback for employers
Not only does giving feedback help applicants, but it also offers businesses real benefits. These consist of:
- Creating solid networks: Giving constructive criticism to applicants fosters goodwill even in the event that they are not hired. By building a network of qualified individuals who could be the ideal match for positions in the future, these connections can be very helpful for future hiring initiatives.
- Establishing talent pools is crucial for effective hiring as it gives companies a ready pool of possible applicants for upcoming openings. Giving insightful feedback improves your talent pool by encouraging prospects to stay involved with your company.
- Improving employer branding: In the era of social media and internet reviews, the way you handle applicants throughout the hiring process has a big influence on your employer brand. Giving careful and helpful criticism demonstrates that your company values professionalism and equity, which will assist you draw in top personnel down the road.
Feedback enhances long-term recruiting results, builds connections, and bolsters your company’s image as a fair and attractive employer when it becomes a natural part of the hiring process.
How to give interview feedback to unsuccessful candidates
Hiring managers often find it awkward to provide comments to applicants who did not succeed with their applications. It is thus tempting to skip this step completely. Giving feedback, however, is not just polite; it is an essential component of conducting interviews in a professional manner and makes a lasting impression on prospects.
Many candidates ask for input, but not all do. When given carefully, it may transform a bad result into a positive teaching moment. Companies may take advantage of this chance to:
- Express gratitude to applicants for their time and effort throughout the application process.
- Even if they weren’t a good match for the position, acknowledge their talents.
- Give them advice on how to become better so they’re prepared for chances in the future.
- By doing this, you enhance your company’s standing as an employer of choice while also assisting applicants in their professional development.
We’ve listed seven actions you can do below to begin giving rejected applicants helpful interview feedback.
1. Provide feedback promptly
It’s important to provide comments on time.
A candidate may get frustrated and find it more difficult to accept your justification if you wait too long to tell them of your choice. Prompt feedback delivery guarantees that applicants may proceed with their job search equipped with helpful knowledge.
Candidates shouldn’t be left wondering how their interview went, any more than you would want to be kept waiting for an answer. Timely feedback maintains the process professional and shows that you value their time.
2. Show gratitude
Candidates often have to put in a lot of work to get to the interview stage, from submitting their application to carefully preparing for the interview. This is particularly true for recruiting procedures that include many steps.
Express gratitude to applicants for their time and interest in your company as a way of acknowledging and appreciating their efforts. This modest act guarantees that the relationship finishes on a nice note, regardless of the result.
3. Highlight their strengths
Feedback offers a chance to emphasize the candidate’s strengths in addition to highlighting areas for development.
Therefore, you need to make an effort to take the time to recognize their:
- Skills
- Qualifications
- Experience
Tell them that you recognize their potential and urge them to apply for future positions within your company, even if this specific role wasn’t a good match for them.
4. Provide specific reasons for your decision
Clarity is important to candidates. Don’t be too generic or ambiguous when describing why they weren’t chosen. Rather, provide detailed, helpful criticism about the interview procedure or job specifications.
For instance, describe how the choice was affected if they lacked appropriate experience or certain problem-solving abilities. You might also emphasize the unique qualities of the chosen applicant without revealing private information, like:
- Being an inside hire who is already acquainted with the systems of the organization.
- having more credentials or more relevant work experience.
- displaying extraordinary competence in the interview by giving thorough, very pertinent responses, for example.
The applicant will get useful insights without feeling personally criticized if the feedback is kept impartial and role-specific.
5. Be open to follow-up questions
Be advised that applicants could have further questions about the choice or the response after receiving it. Be ready to respond to these questions in a timely, professional manner, making sure your answers are kind and understandable.
In addition to reaffirming openness, this phase gives applicants more clarity, which might aid them in their job hunt. When speaking with candidates, make sure you always follow the organization’s rules.
6. Keep the door open
Even if a candidate wasn’t the best match for a particular position, they might still be a huge asset to your company down the road. Inform them that you value their sincere interest in the position and the work they put in if they showed pertinent abilities, experience, or a good outlook during the process. Draw attention to their abilities and urge them to look for alternative jobs that play to their skills.
Based on the traits they shown during the interview, you may also want to let them know about future or existing positions that fit their profile. You may cultivate goodwill and build a relationship that may eventually result in fruitful cooperation by maintaining open and encouraging communication.
7. End on a positive note
The applicant is left with a lasting impression when the discussion is ended politely and professionally. A polite conclusion may transform an otherwise challenging discussion into one that demonstrates your organization’s principles and respect for candidates, even if they are dissatisfied by the outcome.
Spend some time thanking them for their efforts and their interest in the position. To make sure they feel respected and encouraged, emphasize the good parts of their interview performance.
A kind, thoughtful ending strengthens your company’s favorable perception of applicants, builds your employer brand, and raises the possibility that they may apply for additional positions or refer others to you.