What Memorable Feedback Have Recruiters Received About the Interview Process?

What Memorable Feedback Have Recruiters Received About the Interview Process?

We've gathered insights from top professionals, including an Executive Recruiter and a VP of Engineering, to share the most memorable feedback they've received about the interview process. From comments on dress code insights to transformative suggestions on interview strategy, discover the diverse perspectives in these candid reflections.

• Dress Code Insights Enhance Candidate Preparedness
• Candidate Values Visible Interviewer Engagement
• Positive Feedback on Interview Scheduling System
• Candidate's Insight Transforms Interview Strategy

Dress Code Insights Enhance Candidate Preparedness

As a 20+ year veteran recruiter, I can't even begin to imagine how many interviews I have helped coordinate. However, I can emphatically say it was recently estimated that I have placed over 400 mid- to senior-level executives in the advertising/marketing niche. To make that number of placements requires thousands of interviews—both for the candidates hired and for those who were considered but didn't make the cut.

That said, I always like to receive feedback from my candidates. Not only does this information keep me alert as to what the company is looking for in the ideal candidate, but it also provides me insights into nuances that may benefit others. However, I will emphatically say I will NEVER—under any circumstance—provide any candidates with questions that my clients will be asking prior to an interview. I'm a firm believer that the questions asked should be answered without "pre-interview coaching." However, I do share information that may prove beneficial to a candidate interested in the opportunity.

The most memorable feedback I once received was when a candidate mentioned that the client explained to him that, if he was interested in the role, it was strongly advised that the candidate not show up for the next round of interviews in a suit and tie. The client said that they were a "business casual" environment and that candidates who show up in suits and dresses (formal attire) often make their current staff feel uneasy. In addition, it also makes other team members curious as to who the guest in the company is that is dressed up. Therefore, candidates are advised to dress as though it was their first day on the job.

Candidate Values Visible Interviewer Engagement

Once, a candidate told me that my questions were good, and she felt that I was genuinely trying to understand her, not just evaluate her. She mentioned that she had never felt this way in previous interviews. However, she also said that she couldn't bring her best because my video was off during the online interview. She felt like she was talking to a mirror since she could see herself but not me. This feedback made me feel both good and bad. Since then, I have always kept my video on during interviews and other calls, and if I ever need to turn it off, I ask for permission from the other participants. It was a valuable lesson.

Positive Feedback on Interview Scheduling System

A memorable piece of feedback we’ve received from a candidate about TrackingMore’s interview process was their satisfaction with how simple it was to book the interview. The candidate was impressed by the fact that our recruitment program allowed her to schedule an interview time that was convenient for her, and there was also an option to pick a later date in case she was unavailable on the specific day of the interview.

Receiving this feedback was encouraging because it affirmed to us that our efforts at streamlining the interview process for candidates were having a positive impact. Additionally, it confirmed to us that the recruitment process can always be made better through the integration of technology.

Candidate's Insight Transforms Interview Strategy

As a hiring manager who's been on both sides of the interview table more times than I can count, I've received my fair share of candidate feedback. But there's one piece that really stuck with me and changed how I approach interviews.

A few years back, we were hiring for a senior product manager role.

We had a stellar candidate – let's call her Sarah – who made it through several rounds of interviews. Everyone was impressed, and we were ready to make an offer. But then, plot twist: Sarah turned us down. Naturally, I reached out to understand why.

Her feedback was eye-opening. She said, "Your interview process was thorough and professional, but I never got a sense of what it's really like to work here. Everyone was so focused on assessing my skills that they forgot to sell me on the company."

Ouch. But she was absolutely right.

We'd been so caught up in evaluating candidates that we'd forgotten interviews are a two-way street. We weren't just assessing Sarah; she was assessing us too.

This feedback was a wake-up call. It made me realize we needed to revamp our entire interview approach.

Here's what we did:

1. We started including a "day in the life" segment in our interviews, where candidates could shadow team members and get a feel for the work environment.

2. We encouraged interviewers to share their own experiences – both the highs and the lows – to give a more authentic picture of the company culture.

The results were transformative. Not only did our offer acceptance rate go up, but we also saw an improvement in the quality of candidates we attracted. People appreciated our honesty and the effort we put into showcasing our company culture.

But here's the kicker – this approach also helped us make better hiring decisions. By giving candidates a clearer picture of what it's like to work here, we found that those who weren't a good fit often self-selected out of the process. This saved us from making costly bad hires.

Sarah's feedback was a reminder that the best candidates are evaluating you just as much as you're evaluating them. It's not just about finding the right person for the job; it's about finding the right fit for both parties.