In today's recruitment market, the candidate experience is more crucial than ever, especially in the IT sector, where qualified specialists are highly sought after. A key factor that is often underestimated is the regular inclusion of feedback loops in the recruitment process. This article sheds light on the role of feedback for a positive candidate experience and provides valuable tips for implementing a sustainable feedback process that not only attracts applicants, but also optimises your own recruiting.

Why feedback to applicants improves the candidate experience

Feedback is a fundamental part of a successful candidate experience. A study by LinkedIn shows that over 90 % of applicants would like to receive feedback on their application, as it helps them to better understand the selection process and adapt their application strategy. The impact of positive and constructive feedback can be seen in various aspects:

• Appreciation and respectFeedback makes applicants feel valued and recognised as an important part of the process. This appreciation increases brand loyalty and leaves a lasting positive impression.
• Create transparencyOpen and honest feedback builds trust and conveys a transparent picture of the company. This gives potential talents a better understanding of the corporate culture and requirements.
• Motivation and further developmentFeedback gives the candidate valuable information about the areas in which they can improve. For IT specialists in particular, constructive feedback is an incentive to continue to grow and develop, which ultimately also benefits future employers.

Tips for implementing a sustainable feedback process

A well-structured feedback process ensures that feedback is provided efficiently and sustainably and supports the entire recruitment process. Here are some tried-and-tested approaches on how such a process can be successfully implemented:

• Set up automated feedback stepsAutomation tools allow standard feedback to be sent automatically to applicants at every stage of the selection process. This saves time and ensures consistency in communication.
• Prioritise personal conversationsFeedback should be individualised and as personal as possible, especially after interviews or intensive selection phases. A short, personalised conversation shows respect and genuine interest.
• Set feedback timesDefine fixed times at which the feedback will be provided - for example, two days after the interview. This creates commitment and gives the applicant planning security.
• Offering constructive contentFeedback should always be appreciative and constructive, with clear recommendations for improvement. This not only contributes to the professional perception of the company, but is also perceived by candidates as honest and helpful.

How feedback contributes to your own improvement and optimisation in recruiting

A well thought-out feedback process not only serves the candidate experience, but also the internal optimisation of recruiting. Recruiters gain valuable insights by regularly engaging with candidates and their reactions:

• Promote self-reflectionRegular feedback to applicants enables recruiters to recognise which elements of the recruitment process are working well and which need to be adapted. This allows the process to evolve continuously and become more efficient.
• Improve processesAny feedback from an applicant - be it about the length of the application process or the clarity of the job description - gives rise to process optimisation. Such adjustments ensure a more efficient and targeted candidate search in the long term.
• Strengthen employer brandingTransparent and continuous feedback improves the perception of the company as an appreciative employer. This makes the company more attractive to IT talent, who are increasingly looking for good employer brands.
• Reduction of time-to-hireFeedback loops help to recognise and clarify misunderstandings and ambiguities at an early stage, which speeds up the recruitment process and reduces the time-to-hire.

"Regular feedback is not only a benefit for the applicant, but also for us as a company. It helps us to be perceived as an attractive employer and to continuously improve the recruiting process." - Ilka Zeiner, Managing Director of indivHR

Feedback as a success factor in modern recruiting

The importance of feedback in the recruitment process cannot be emphasised enough. Especially in the IT sector, where candidates need to be wooed and won over quickly, regular, well thought-out feedback is a decisive advantage. With a structured feedback process, not only do applicants gain valuable insights, but the company also benefits from an optimised and future-oriented recruiting approach.

Book your free initial consultation now!

Let's work together to improve your candidate experience and find the best IT talent for your organisation. Book a free initial consultation with indivHR today and find out how we can optimise your recruitment process with professional support.