Feedback from candidates is very important for companies for many reasons. Providing feedback increases candidates’ trust and interest in the organization. Shows sincere interest and respect for the candidates from the company. Candidates see that their time and efforts are appreciated. This helps to create and develop a positive image of the company as a whole and a positive image of the employer. People understand that they are dealing with a serious organization that qualitatively thinks through all the details. High-quality communication with candidates makes the company attractive to applicants, the number of people who want to submit their resumes and work in the company increases, making the selection process transparent and understandable. The company’s position in the labor market and business results are improving because it attracts the best candidates and employees. Providing feedback increases the attractiveness of both the company and the company’s products, increases brand awareness, since a positive image of the company helps to achieve high results. It is very important to provide feedback to all candidates, including those who were not selected. It is good if the company sends detailed information about the process, the reasons why the candidate is not suitable, what he can work on and what he can improve to become a successful candidate in the future. Sending a cold rejection template can de-motivate candidates and lead to negative emotions and impressions. It is necessary to process candidates’ resumes quickly and efficiently and give an answer as soon as possible. The deadline for responding may be set by the company’s rules and policies. Many companies do not provide any feedback at all to candidates who do not meet their requirements. This angers the candidates and has a very negative effect on the company’s image. What is the essence of the feedback strategy that we offer you when selecting employees? This is constant and detailed feedback. Constant communication with candidates during and after the process. Creating a transparent selection policy and clear criteria and rules. Providing candidates with detailed information about the company’s policies, rules, criteria, and requirements. Develop indicators to be achieved by candidates and provide recommendations on how to achieve these indicators. Stay in touch with candidates who have not been selected. Provide candidates with information about all positions that match their skills, work experience, and desires. Provide candidates with a training plan for any of the positions they are interested in. Invite candidates to subscribe and receive regular news, tips, lessons, courses, presentations, tests by email. Create a database of training materials and provide candidates with access to it. Provide an opportunity to prepare for everyone who wants to study and improve their level, regularly check the progress of candidates, answer their questions. Give the best candidates new opportunities. The proposed strategy will help you get more opportunities to replenish the company’s staff, attract more candidates and employees who will be well acquainted with the company’s policies and rules even before the appointment. The provision of training materials will increase the attractiveness of the company since a large number of people want to gain more knowledge and new skills, which will increase the prestige of the organization in society since most companies only train approved candidates. The strategy will help to create a positive image of the company, the image of a powerful and promising organization that cares about the development and future of its employees.
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