Everyone’s been there at some point or other in their professional life – submit a CV, get an interview, don’t get the job, and wonder why the application fell through. Was something lacking in the interview? Or was it the CV that failed to communicate what was needed?
Francesca Ellul, Business Development Manager and Head of Human Resources at Street HR, makes a clear call to clients who make use of recruitment services: “Please provide your recruiters with feedback on CVs or following interviews.”
According to Francesca, having an employer’s feedback allows recruiters to introduce better profiles for the role, “that will now be more aligned to what you like or don’t like in a profile”.
“Recruiters are indirectly brand ambassadors for your business, promoting your roles and Company to candidates in the market. It is difficult to do this once applicants perceive the business to be one that does not provide feedback”.
The talent advisor adds that receiving feedback is also a time saver for recruiters, which in turn allows them to provide prompter suggestions and more accurate candidates for the role.
“Since candidates do not communicate with you directly, they reach out to recruiters sometimes on a daily basis (rightfully so) requesting feedback on their profile. This diverts the recruiter from providing the value-added work to you as a client.”
“Overall,” Francesca adds, “it is every applicant’s right to have an idea as to why their profile was not shortlisted – especially after an interview. No feedback can be extremely demoralising for an applicant and can hinder their interest to apply with your business or for other roles in the future.”
Francesca Ellul / LinkedIn
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