The Importance of Delivering Post Interview Feedback via Phone

Why Recruiters Should Make that Call

Darryl Horn, Friday, 1 September 2023 • 4 min read

In the fast-paced world of talent acquisition, HR managers and recruiters play a pivotal role in identifying and securing top talent for their organisations. One often-overlooked aspect of this process is providing timely and constructive feedback to candidates, especially after an interview. While email may seem like a convenient way to communicate, there's a strong case to be made for the personal touch of a phone call. In this article, we'll delve into the importance of recruiters following up with feedback in a timely manner and why making a call can make all the difference.

The Candidate's Perspective

Candidates who go through the interview process invest not only their time but also their emotions into the opportunity. From researching the company to preparing for the interview, they commit a substantial amount of effort, often experiencing a rollercoaster of emotions.

Statistics Speak Louder Than Words

According to a recent survey by UK Job Seeker Insights, 75% of job seekers believe that timely feedback post-interview is crucial to their overall job-seeking experience. Furthermore, 82% of candidates stated that they would be more likely to accept a job offer from a company that provided constructive feedback after an interview.

The Power of Personal Connection

While email can efficiently convey information, it lacks the personal connection that a phone call provides. A phone call allows recruiters to deliver feedback in a more empathetic and human manner. Candidates can hear the tone in the recruiter's voice and engage in a real-time conversation, which can help clarify any questions or concerns they may have. This personal touch can go a long way in maintaining a positive candidate experience.

Building Relationships

Recruitment isn't just about filling a position; it's about building relationships. Even if a candidate isn't the right fit for the current role, they may be a great fit for a future opportunity. By making a phone call to provide feedback, recruiters can leave candidates with a positive impression of the company, increasing the likelihood of them considering future openings or referring other talented individuals.

The Consequences of Silence

However, it's essential to address the flip side of this issue. Recruiters who fail to provide timely feedback, especially in the form of a phone call, risk losing valuable candidates. Candidates who feel disrespected or ignored during the recruitment process are more likely to decline job offers and speak negatively about their experience with others.

Recruiters who neglect this crucial step may inadvertently damage their employer brand and miss out on potentially outstanding candidates who opt for companies that value their time and effort.

Constructive Feedback

Constructive feedback is an invaluable tool for candidates' professional development. A phone call allows recruiters to provide detailed and nuanced feedback that can help candidates grow and succeed in their careers. It also demonstrates the company's commitment to investing in its employees, even before they officially join the team.

Timely and personal feedback is a cornerstone of a successful recruitment process. Recruiters in the UK should remember that candidates are not just names on a list but individuals who have invested their time, effort, and emotions into the opportunity. By making a call rather than sending an email, recruiters can show respect, provide a personal touch, build relationships, and offer valuable feedback that benefits both the candidate and the company. In the competitive world of talent acquisition, the difference between a good hire and a great one often comes down to the way candidates are treated throughout the process. Making that call can be the key to unlocking the potential of top talent and securing their commitment to your organisation.

The Importance of Delivering Post Interview Feedback via Phone
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#HRUK #RecruitmentTips #UKJobs #RespectCandidates #Recruitment #CandidateExperience #FeedbackMatters
This article was first published on 1/9/23.

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About the author


Darryl is a Chartered CIPD Member, business leader and operational manager with 30 years experience in on-the-ground and strategic HR, specialising in Human Resources Management, Employment Law, Employee Relations and Learning & Development.

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