3 reasons to always give feedback in your selection processes

One of the biggest complaints from professionals who participate in selection processes is the lack of feedback after an interview, the infamous feedback. Many companies still fail in this very important aspect of a selection process, whether it is due to a high demand for vacancies, a large number of candidates in a process, a reduced recruitment team or just indifference to professionals who have not evolved in the process, however, it is essential that professionals who participate in a selection receive some feedback from those who are conducting it.

In this article, we separate 3 reasons why you should ALWAYS give feedback to ALL professionals INTERVIEWED in a selection process:

1. Improve the perception of your employer brand

During a process, it is not only the company that evaluates the professionals, but the professionals also evaluate the company. Work environment, behaviour of managers, and especially the way in which the entire process was conducted. And the respect in giving constructive feedback after an interview makes the professional feel valued and have a positive perception of the company. In a connected world, where positive or negative experiences have the ability to spread quickly, providing feedback can be an excellent ally to not damage your brand's reputation. The market is increasingly competitive, and companies compete for increasingly qualified people. Not having positive references for your selection process can make fewer people accept to participate in the processes, in the same way, that having good references can engage people to want to talk to your brand.

2. Positively impact a person's life

Giving constructive, assertive, and objective feedback is of great value to those who are participating in processes. Your feedback, as an HR professional, can be of great contribution to helping professionals in future interviews and be decisive for the life of a person who is looking for new learning or to deepen their knowledge about themselves. It is also important to highlight the points for improvement, they will be decisive for people's trust and evolution in other processes. Emphasizing the technical characteristics that can be highlighted and qualities can bring a new perspective to the person, improving their performance in selective processes. Feedback is an excellent tool to make professionals think in a different way and thus understand why they are not evolving in processes.

3. It's a matter of respect: don't play with people's expectations

Working with people requires a lot of responsibility and commitment. When a professional applies for or accepts to participate in a selection process, it is because he has expectations, plans, and even dreams about the opportunity. In addition, this person will dedicate their time, and sometimes even employ their own resources, to participate in the process. It is only fair then that she receives, minimally, constructive feedback on her participation, it is a matter of respect and empathy and also a great way to say, 'thank you'.