"You want the Truth? You can't handle the Truth!!"


We can’t all be winners, but surely we can all gain something positive from the experience. Is a little bit more insight not fair trade for all that time and effort?

Helpful, constructive feedback is an invaluable part of the recruitment process and only serves to strengthen a candidates hunt for the perfect job. Yep, it’s not always easy, but it’s the human way to do things. And here at Haig & Co we’re all about keeping things human.

Why do so many recruiters shy away from providing real feedback?
So, why do so many companies, an average of 7 in 10 of assignments we run, forget the human element of the hunt and simply leave unsuccessful candidates guessing? Maybe the importance of feedback is underestimated or perhaps it’s simply easier to offer the standard ‘sorry you weren’t successful this time’ script. Chances are it’s a bit of both.

How can we help to drive the importance of feedback?
If its power is underestimated then we must hold our hands up, shoulder some of the blame and work hard to make feedback famous. We owe it to both our candidates and our clients. It’s how we keep things personal and how we strengthen our service to them.

To get feedback back on the path to fame it must become a dedicated and natural part of our overall recruitment process. We must clearly communicate to both clients and candidates that this is an expected part of the process and share the reasons why. It’s then about offering feedback support, as part of our offer, and being here to help clients and candidates give and receive feedback. We must be prepared to act as the go-between, when preferred, and ensure this is a positive and professional experience.

Practice what we preach
And, if we are to praise the power of feedback, we too must step up and join in. We must be prepared to offer our own honest feedback to both clients and candidates and, of course, we must ask for feedback about our own service. We promise we’ll be all grown up about it. We won’t cry (maybe just a snivel) and no teddies will be thrown out of cots, because we really want to know how we can do better. You might want to give us a little pat on the back and a hint to the stuff we’re pretty hot on but ultimately this process is about getting better and continuing to do so.

Without feedback, however, this remains a guessing game, we’re only working on our opinion of what you thing and this makes things pretty darn tricky. Likewise, after an unsuccessful interview a candidate might throw themselves into rehashing their entire presentation or rid their wardrobe of all comedy ties (quite understandable really) when in fact what was actually holding them back from landing the job was the weak handshake and inability to make eye contact (they loved the comedy tie!).

The point is that feedback is a massive part of the learning process and it’s also the decent thing to do.

So, lets stop being so British about it and man-up to feedback, It can only be a good thing.

Thanks for reading.


P.S. Worked with us? We’d love to hear your thoughts!