Follow up with candidates — both those who got offers and those who didn’t — to get their feedback. You want all candidates who didn’t get the job to still have an incredibly positive impression of your company and your process. The world is small. Reputations are long. You want them to have wished they would have gotten the job — so much so that they’ll still tell their friends to apply.
Ask all candidates variations on the following list of questions:
- What was your overall experience like working with the recruiter/hiring manager?
- Were the questions you were asked good for testing your skills as they related to the role?
- Did you have any questions that didn’t get answered?
- Did you feel like the process and culture were inclusive?
- Do you feel like our process assessed you fairly?
- What questions do you wish you were asked?
- Did interviewers make you feel comfortable and help you through the process?
Feedback collected through these surveys should lead to tweaking questions, candidate options, and more. It also can point to who the strongest and weakest interviewers on the team are over time and these should be made coaches for everyone else.
Author: Dan Pupius
Source: Develop Your Hiring System Like a Product to Eliminate Bias and Boost Retention
Subject: Human Resources Questions
Source: Develop Your Hiring System Like a Product to Eliminate Bias and Boost Retention
Subject: Human Resources Questions
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