What feedback should you prioritize in your recruiting process?

In the whole recruiting process, feedback from several stakeholders (HMs, Panel, Candidates) helps us to drive the hiring fast and with ease. Most importantly, once we start the hiring process, I feel its very crucial is gauge on how the hiring is going on with respect to interviews, conversion rates, diversity & many other factors.

There are several types of feedback we receive in recruitment. However, we must value the positive ones, always seeking to reinforce those qualities that are passed on to us, just as we must look at negative feedback, and try to improve past points.

Prioritize feedback in recruiting process by focusing on candidate experience, interview feedback, team collaboration, hiring manager input, diversity considerations, process efficiency, onboarding, and continuous improvement suggestions. This helps enhance communication and overall efficiency while creating a positive experience for candidates and contributing to ongoing improvement.

Candidate Experience: Prioritize feedback on candidates' perceptions of the application process and communication to enhance the candidate experience and maintain a positive employer brand. Hiring Manager Input: Focus on feedback from hiring managers regarding candidates' skills, cultural fit, and alignment with job requirements to ensure effective project contribution. Time-to-Hire Metrics: Give importance to feedback on interview scheduling efficiency and overall recruitment timeline to streamline procedures and meet project deadlines promptly.

Some hiring priorities are easy to identify like Analyze business needs, another easy way to identify hiring priorities is when things start falling through the cracks. If deadlines are being missed, customers complain more often, and team members are consistently overworked. As your organization grows, you should be conducting skills gap analyses regularly. Make priority-setting easier by communicating regularly with managers and department heads about their current and near-future staffing needs. Also a recruiting pipeline makes it easier to fill open roles at all times, not just when you have an urgent need, so building and maintaining one is a great strategy that will help you meet the hiring priorities you set.

When providing feedback about a candidate, it's important to focus on their skills, experience, cultural alignment, and potential for success in the role. It's essential to provide feedback that is specific, constructive, and actionable to help the candidate improve and succeed.

It’s important to collect a diverse set of feedback when it comes to shaping your recruitment process. Considering the feedback of recent hires, experienced recruiters, and cross functional partners can be extremely beneficial in getting a good idea of what is truly working well as is, and where operations could be streamlined.

All feedback is a gift. Employer feedback will help in building relationships with clients. Applicant feedback can help in guiding a better customer experience. Many do not understand what recruiters do. Asking questions and gathering info can help to level set the expectations of all involved.

Evaluate the feedback collected during the recruitment process against your predefined goals and metrics. Focus on feedback that directly contributes to improving performance in those areas. For example: If your goal is to reduce time-to-fill, prioritize feedback related to bottlenecks or inefficiencies in the hiring process. If you aim to enhance diversity and inclusion, prioritize feedback concerning the inclusivity of your recruitment practices and the representation of underrepresented groups in your candidate pool.

Here are some recommendations: 1- Feedback from hiring managers is valuable for assessing the quality of candidates, alignment with job requirements, and overall satisfaction with the recruiting process. , cultural fit, interview performance, and timeliness of delivery. 2- Solicit feedback from hiring managers, candidates, and other stakeholders on the performance of recruiters involved in the recruiting process. 3- If candidates are referred to your organization by employees, external partners, or other sources, prioritize feedback from these referral sources. Assess the quality of referrals, the effectiveness of referral programs, and the overall satisfaction of referral sources with the recruiting process.

Analyze performance metrics related to recruitment outcomes, such as time-to-fill, offer acceptance rates, and candidate satisfaction scores. Prioritize feedback related to trends, patterns, and areas of improvement identified through performance metrics. Use this feedback to set benchmarks, track progress, and make data-driven decisions to optimize the recruiting process.

While it's crucial to gather feedback through formal channels, it's equally vital to remain open to informal feedback that can enhance something as basic as a recruiter's communication style. For instance, candidates often provide great insights about their initial interactions with recruiters, which can be invaluable if recruiters take the initiative to seek feedback immediately after a call. Being receptive to such feedback not only fosters continuous improvement but also strengthens the recruiter-candidate relationship, leading to better overall outcomes in the talent acquisition process :)

Implement mechanisms to collect feedback at various stages of the recruitment process. This could include surveys for candidates, hiring managers, and recruiters, as well as regular check-ins to gather qualitative insights. Continuous Improvement: Use the feedback gathered to identify areas for improvement and implement changes accordingly. Continuously monitor your recruitment metrics to assess the impact of these improvements and adjust your strategies as needed.

Remember, not all feedback in the recruiting process comes wrapped in a bow! Navigating through it requires a bit of a detective's mindset—sifting through the clues (data and logic), avoiding the red herrings (cognitive biases), and piecing together the puzzle (patterns and trends). Equip yourself with your best Sherlock Holmes hat and magnifying glass (metaphorically speaking), and you'll find the insights that lead to top-notch hires. Here's to making informed decisions, one piece of evidence at a time!

Prioritizing feedback that can be rationally and statistically examined is crucial in the hiring process. Metrics like candidate performance evaluations, interview results, and test or assessment results are included in this feedback. Recruiters are able to make well-informed selections based on objective criteria rather than subjective opinions by concentrating on quantifiable data and logical evaluations. This method guarantees precision, consistency, and fairness in the assessment of candidates, which results in better recruiting choices that are in line with the objectives and demands of the company.

Candidate experience: Gathering feedback from candidates about their interactions with your recruitment process.Monitoring the percentage of hires that come from employee referrals.

You can collect all of the feedback in the world but if you are not willing to take it or don't know how to implement the changes into your business, it will not get you very far.

It is crucial to give priority to input during the hiring process that can result in meaningful changes and efficient communication. This comprises interviewers' perspectives on candidate qualities and fit, candidate feedback regarding their application process experience, and internal team input regarding recruitment tactics and protocols. Recruiters may improve candidate experiences, streamline recruiting procedures, and create greater alignment between recruitment efforts and organizational objectives by actively listening to and acting upon this input. Good communication makes sure that everyone involved in the recruitment process is aware of any changes and advancements, which fosters openness and confidence.

In the recruiting process, prioritize feedback from the hiring manager, team members, and peers. Also consider assessment results and cultural fit assessments. This feedback provides valuable insights into the candidate's qualifications, skills, and fit for the role and organization.

It is imperative that you provide feedback related to the continuous assessment and enhancement of your hiring procedures top priority during the recruitment process. Feedback from applicants, interviewers, hiring managers, and other process participants is included in this. Pay attention to input that points up areas that need improvement, like job descriptions' clarity, interview procedures' efficacy, candidate experience, and alignment with company culture. Through diligent observation and responsive handling of this input, you can consistently improve your hiring procedure to draw in top candidates and guarantee a satisfying experience for all stakeholders.

Working in an industry where freelance and FTC is a norm, it becomes a primary goal to ensure you’re investing in talent engagement, especially with those regulars workers who come back time and time again. I find feedback very important during the off boarding stage. When a project is complete, I want to know what went well from a resource, IT, technical and relationship POV. This not only allows you to improve their experience next time but allows for strategic L&D to your in-house employees.

Importante ter avaliação das melhorias desenvolvidas, comparando as métricas, para assim otimizar tanto o processo quanto ao uso dos feedbacks.

At the end of each interview, its fair for the interviewee to receive areas of observation (good/shortfall). This will enable the candidate to improve further in the longer run. Feedback is a gift :)

When representing/screening a candidate - feedback is important at every step. First interaction: Initial feedback on CV, approach, general advice During an interview process with a client, it is important to give feedback to candidates on pointers you have picked up throughout your interaction with them. *Communication style and interviewing skills *Feedback from hiring managers after initial interview and continue this feedback loop until the end of the process. It is important to remember asking clients for feedback as well; about the candidate, but also how you are delivering on the search (can you change/improve anything, do more/less of) Feedback, when asked or given in a respectful way will always be appreciated

In your recruiting process, prioritize feedback that directly addresses the candidate's qualifications, skills, and fit for the role. Look for feedback on technical proficiency, cultural fit, communication skills, and ability to collaborate. Additionally, consider feedback on the candidate's potential for growth and development within the organization. Feedback that is specific, constructive, and aligned with the job requirements should be given higher priority.

All feedback is important and at each step in the recruitment process. Given to all parties involved and within agreed timescales.

An often under-utilized but highly insightful resource is a simple survey. When given at critical candidate touchpoints in the recruitment process, you can collect a wealth of data and truly honest feedback that, if actioned, can have a significant impact not only on your recruitment processes, but your employer brand overall.