Opinions about companies are shared publicly
“It is always necessary to provide feedback to candidates, even if they are not selected for the next stage,” emphasized Henrika Bivainienė, managing partner of selection and human resources solutions company “Amston”.
Why? According to her, this “at least shows respect for the person” who devoted time and effort to the selection process, allows him to continue planning his job search, and does not stop other selection processes. Feedback also helps candidates improve and eventually land the desired positions.
“In addition, it strengthens the relationship between employers and talent, helping to maintain the possibility of communicating with candidates for other open positions in the future.” All this also strengthens the image of the employer – the company is seen as responsible and caring not only by candidates, but also by existing employees”, – 15min said H. Bivainienė.
However, feedback is usually not given, especially if it is negative and candidates are not happy with it. They continue to share their experience with others publicly, and as H. Bivainienė pointed out, reputational damage is being done to the company that is difficult to repair.
“We have already seen cases in the market when companies preparing long selection processes with complex tasks did not bother to provide feedback to candidates, so even candidates who had no experience with these companies refused to apply for open positions for a long time,” the interviewee mentioned.
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Interview with Henrika Bivainienė: The Importance of Feedback in Job Selection
Editor: Today, we have the pleasure of speaking with Henrika Bivainienė, the managing partner of “Amston,” a company specializing in selection and human resources solutions. Henrika, thank you for joining us.
Henrika Bivainienė: Thank you for having me!
Editor: You’ve recently emphasized the necessity of providing feedback to candidates, even if they aren’t selected. Why do you believe this is so important?
Henrika Bivainienė: Providing feedback is essential because it shows respect for the candidates. They invest a significant amount of time and effort into the application and interview process. When we take the time to offer constructive feedback, we acknowledge their dedication and help them understand what they can improve upon for future opportunities.
Editor: That makes complete sense. How do you think feedback can impact a candidate’s job search moving forward?
Henrika Bivainienė: Feedback can significantly influence a candidate’s trajectory. It allows them to continue planning their job search more effectively, as they can make necessary adjustments based on our insights. It also provides closure, allowing them to move on without lingering doubts about why they weren’t selected.
Editor: What do you think about the wider implications of sharing feedback publicly in the age of social media?
Henrika Bivainienė: That’s a pertinent question. In today’s digital world, opinions about companies are shared rapidly and widely. If companies fail to communicate respectfully with candidates, it can lead to negative perceptions that can ultimately harm the company’s brand. A transparent and respectful feedback process can enhance a company’s reputation and attract top talent.
Editor: That’s a valuable perspective. What advice would you give to companies hesitant to implement feedback processes?
Henrika Bivainienė: I would encourage them to consider the long-term benefits. It might take extra time initially, but the positive impact on candidate experience, employer branding, and even their internal culture will be worth the effort. Happy candidates—whether selected or not—can become advocates for the company, sharing their positive experiences with others.
Editor: Thank you, Henrika, for sharing your insights on this important topic. It’s clear that respectful communication can build a better relationship between companies and candidates.
Henrika Bivainienė: Thank you! It’s been a pleasure discussing this with you.
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Editor: Interesting. It sounds like feedback not only aids candidates but also enhances the employer’s image. Could you elaborate on that?
Henrika Bivainienė: Absolutely. When companies take the initiative to provide constructive feedback, it fosters a sense of responsibility and care. This creates stronger relationships with potential future employees, and even current staff notice this positive approach. An employer seen as approachable and considerate can build a better reputation in the market, attracting more talent in the long run.
Editor: However, you mentioned that many companies still fail to provide feedback. What implications can that have on their reputation?
Henrika Bivainienė: When companies neglect to communicate with candidates, especially after extensive selection processes, the consequences can be severe. We have observed instances where negative experiences lead candidates to publicly share their dissatisfaction online. This could deter others from applying, even if they may have initially been interested in the company. Over time, reputational damage can become difficult to repair.
Editor: That’s a crucial point. What advice would you give to companies to improve their feedback process?
Henrika Bivainienė: My advice would be to make feedback a standard practice in their hiring process. It doesn’t have to be time-consuming or overly detailed. Even brief, personalized messages acknowledging the candidates’ efforts can make a significant difference. Employers should view this process as an investment—not just in the candidates’ growth but also in their own brand’s future.
Editor: Thank you so much for your insights, Henrika. It has been a pleasure discussing this important topic with you.
Henrika Bivainienė: Thank you for the opportunity!
