The Value of Feedback in Recruitment: Why It Matters and How to Get It Right


In the financial services, claims, and insurance sectors, feedback is crucial yet often overlooked in the recruitment process. For firms like Exchange Street, effective feedback can enhance candidate experiences and strengthen employer brands. However, firms hesitate to provide feedback, and candidates may not always be prepared to receive it. Let’s explore why feedback is valuable and address common concerns.

Why feedback is essential

Closure and clarity

Feedback brings closure to the interview process by clarifying why a candidate wasn’t selected and offering insights into the decision-making process. This transparency helps candidates refocus on other opportunities and prevents burning bridges for future opportunities.

Constructive criticism and growth

Feedback enables candidates to reflect on their performance and identify areas for improvement. It’s important for candidates to view negative feedback as a professional judgement rather than a personal criticism. Constructive feedback helps candidates improve their skills and approach future interviews with confidence.

Building trust and fairness

Feedback builds trust between candidates and employers by ensuring decisions are made transparently and ethically. Providing clear, constructive feedback reinforces a commitment to fairness, positively impacting the company’s reputation and candidate morale. Timely communication is also crucial in maintaining this trust.

Why firms hesitate to give feedback

Uncomfortable conversations

Many firms fear uncomfortable conversations when delivering negative feedback. However, these discussions, when handled with tact and empathy, are invaluable for candidates’ growth and the company’s reputation.

Legal repercussions

Concerns about potential legal issues also deter firms from providing feedback. Employers worry that feedback might be seen as discriminatory. Providing objective, specific, and professional development-focused feedback mitigates this risk.

Are candidates ready for feedback?

Not all candidates may be ready to receive feedback, but with the right approach, they can view it as a valuable part of their professional journey.

Identifying patterns

Feedback helps candidates identify recurring themes in their interviews, allowing them to address persistent issues. For example, learning the STAR method can improve response structure.

Creating an action plan

Candidates can use feedback to develop action plans, setting specific goals to overcome challenges. Practicing mock interviews or researching industry questions builds confidence and competence.

Tracking progress and celebrating wins

Keeping a record of feedback helps candidates track progress and celebrate improvements, boosting morale and reinforcing a positive approach to professional development.

If you're looking to enhance your recruitment process with meaningful feedback and find the best talent for your team, get in touch with our specialist recruitment team at Exchange Street.

Exchange Street