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Erin Wilson: The Power of Feedback in Your interview Process Stops Ghosting and Glass Door Fears

Aug. 9, 2018

Don't underestimate the power of giving and receiving feedback in the interview process. Feedback helps your company improve your hiring process and it provides a positive “candidate experience” for the interviewee!

Today's Quote:

“Feedback is the breakfast of champions.” Ken Blanchard (one minute manager books)

Show highlights:

    • The Whys’ of interview feedback
    • Giving & receiving feedback
    • Provide the tools to create feedback channels into your Interview process

You must first have an interview process:

  • Feedback is process improvement
  • Candidate Experience
  • Time management &
  • Candidate Attraction

Feedback Challenges:

  • Don't have it - Go get it!
  • Have it but not sure how to deliver it
  • Companies not required to provide feedback
  • Legality of feedback - fear of litigation
    • Fear of Discrimination lawsuit
  • Not everyone can accept feedback - low EQ
  • CASE STUDY: 70% of  companies do not provide unselected job applicants with any feedback
  • Make feedback a constant throughout the process- give & receive
    • Is there any reason why you would not hire me
    • Is there any reason why you would not accept an offer with our company

*Mystery creates distrust

What you can and cannot give as feedback:

  • Skills
  • Problem solving abilities
  • Interview Preparation
  • Alignment with Cultural/Values
  • Evidence based feedback
  • Discriminatory in nature
  • Your too Old
  • Never give a woman feedback that she is not assertive enough
  • Body odor

Aaron’s process for giving & receiving feedback:

  • Balanced
  • Build in feedback time (10 minutes after the interview has ended)
  • Feedback based on competency - bullet points, not short stories

Rick’s process for giving & receiving feedback:

  • Feedback starts at the first contact  (gauge ability to give/receive feedback)
    • discuss concerns & fit between career & company goals
  • Ask Questions:
    • What are your thoughts?
    • How do you feel about that?
    • Why is that important?
  • Assign a facilitator of Feedback
    • Ie: recruiter or admin
  • Provide something constructive
  • Give & Get feedback in Real Time -interview wrap up

How to professionally release a person from the process:

  • Call Them!
  • A 5-10 minute phone call to ensure a positive image of your company.
  • Be specific. Facts without any value judgment.
  • Help people to learn. Focus on improvement & help them to find the right fit
  • Be empathetic.

The candidate experience: Integrity & Transparency in the hiring process creates less likelihood of a lawsuit, especially when you leave the door open.

Erin Wilson is the Co-Founder & Talent Engineer of Hirepool, Inc. He has personally interviewed more than 10,000 job seekers. Erin has helped build a company that exited for $640M, and just released a consumer Interview preparation software product (Hirepool.io) being used by job seekers around the world.  

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