I follow up with rejected candidates from time to time with a phone call. Often I'll follow up with a phone call and talk about the areas I think they could improve in and recommendations about how they could do that. They seem to really appreciate it.
I'll close the call asking what they think about our interview process. They are mostly very happy with it and disappointed they didn't make the cut.
I've unfortunately never had much constructive criticism about my interview process from a rejected candidate. The only criticism has been the rare few times someone thinks they are qualified and kind of lashes out because they didn't make the cut. "Well I didn't want to work for your company anyway" type of thing. Not much valuable info to go on.
The valuable criticisms I have had are from colleagues over the years who have been in interviews with me participating themselves. Some of what I've improved over the years has been related to those criticisms.
How about yourself? Do you ever follow up with rejected candidates about your own interview process? What techniques do you use to measure your hiring effectiveness and what steps are you taking to improve your process?
I take a different approach; I've zoomed out from the problem, and looking at it from a macro level, I've concluded that the system is what's corrupt, not the candidates, recruiters, or hiring managers, and all of the individuals are victims toiling under a broken system.
It's a business opportunity, and it's one I'm going after once my current project gets to a stopping point.
I'll close the call asking what they think about our interview process. They are mostly very happy with it and disappointed they didn't make the cut.
I've unfortunately never had much constructive criticism about my interview process from a rejected candidate. The only criticism has been the rare few times someone thinks they are qualified and kind of lashes out because they didn't make the cut. "Well I didn't want to work for your company anyway" type of thing. Not much valuable info to go on.
The valuable criticisms I have had are from colleagues over the years who have been in interviews with me participating themselves. Some of what I've improved over the years has been related to those criticisms.
How about yourself? Do you ever follow up with rejected candidates about your own interview process? What techniques do you use to measure your hiring effectiveness and what steps are you taking to improve your process?