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Learn why feedback is essential in recruitment and how it impacts the relationship between hiring managers and recruiters. Discover the consequences of delayed feedback, the benefits of setting clear expectations, and how timely feedback can streamline the recruitment process, improve candidate experience, and strengthen the partnership between hiring managers and recruiters. 
Prioritizing constructive feedback fosters an efficient recruitment partnership that leads to successful hires and long-term success.In the world of recruitment, communication is key. A seamless and efficient feedback loop between hiring managers and recruiters can make all the difference in finding the right candidate for a job. Timely feedback is crucial in ensuring a smooth recruitment process and maintaining a positive relationship between all parties involved. 

The center of any relationship.

One of the most critical aspects of feedback in recruitment is timing. Failing to receive timely feedback from either the hiring manager or the recruiter can have significant consequences on the recruitment process. Generally, feedback should be given within 48 hours after a candidate interview. Beyond this timeframe, the risk of the recruitment process falling apart increases by at least 50%. 

A delayed feedback not only disrupts the recruitment timeline but also reflects poorly on the company. It can make the candidate doubt the hiring manager's genuine interest in their candidacy and the company's overall commitment to the recruitment process. This lack of communication can also damage the employer brand and discourage top talent from considering future opportunities with the company. 

To avoid these pitfalls, it is essential for hiring managers and recruiters to agree on feedback timelines from the outset of their relationship. Setting clear expectations and deadlines for feedback can help streamline the recruitment process, improve candidate experience, and strengthen the partnership between hiring managers and recruiters. By prioritizing timely and constructive feedback, both parties can work together more effectively to find the best-suited candidates for open positions. 

Which measures should be implemented to ensure an effective communication and recruitment process?

In practice, here are some concrete measures that companies can take to improve the timeliness of feedback:

1. Implement automated systems: Use applicant tracking software (ATS) to automate notifications and reminders to provide feedback. These tools can send alerts to managers and recruiters when they need to review a candidate or provide feedback after an interview. On our platform, when you submit an application to a company, a notification is directly sent by email to the responsible person to inform them of your CV. Additionally, a reminder is also sent after 48 hours if they haven’t rejected your CV and it is still pending. Unfortunately, we cannot guarantee that companies will respond within the expected timeframe, but we do our utmost to encourage them to provide feedback within a reasonable period, even if their response is negative.

2. Train managers on the importance of feedback: Raise awareness among hiring managers about the potential impact of delays in the recruitment process. Training sessions can explain how their promptness not only influences the company’s reputation but also its ability to attract and retain talent.

3. Establish clear internal policies: Define and communicate internal policies that specify the deadlines for providing feedback. For example, a standard could stipulate that all feedback must be given within 24 to 48 hours after the interview.

4. Encourage open and regular communication with candidates: Keep candidates informed at every stage of the process, even if it’s to let them know that the decision is taking longer than expected. This shows that the company respects their time and application.

5. Continuously analyze and adjust: Regularly assess the feedback timelines.

In conclusion, feedback plays a crucial role in building a successful relationship between the hiring manager and the recruiter. Quick feedback not only fuels the recruitment process but also enhances the candidate experience and demonstrates the company’s professionalism. By fostering open communication and mutual respect, hiring managers and recruiters can establish a collaborative and effective recruitment partnership that leads to successful hires and long-term success.

How to register as a company or recruiter on our platform?

If you are a company looking to receive qualified applications or find your next partner for your recruitments, you can register now [here].

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