Having worked in recruitment for the past ten years even I was shocked by some of these feedback statistics however small the scope of those surveyed. It raises some really important questions that need answers.
Debut, the award-winning student and graduate careers app has launched a national petition on Monday, as part of its #FightForFeedback campaign, which will also include a white paper being submitted to government, to request new rules whereby employers are required to share feedback with candidates after a face-to-face interview.
With the words required being used, I anticipate they’re asking for it to be included in recruitment legislation and enforceable or penalised.
Debut asked 1000 18-23 year olds how they felt about feedback post-interview, and 77% agreed it should be a legal requirement.
Debut is a student and graduate careers app that connects young talent with leading employers – it aims to become the global app for student careers. I can see why they are looking to make a name for themselves by pushing for the change especially after being listed as one of the UK’s most exciting, fast-growing companies, as part of City AM’s Annual Leap 100 list. They’ve also won the Google Developers Launchpad in April 2015.
They want to make a name for themselves and become credible in the marketplace but are they fighting for a cause for their own gain or an actual problem?
I think they’ve got a massive point and there is a problem. Looking at some of the interesting statistics coming out of the various surveys it does make you think:
- Four out of five candidates claim to have never received feedback after a face to face interview (83%)
- Over half (51%) of candidates have taken a day of annual leave for an interview (worth £117.46*)
- The average cost of attending an interview is £41 – equivalent of 8% of the typical family household weekly spend
- 77% of 1000 people aged 18-23 in UK think it should be a legal requirement for employers to share feedback after a face to face interview.
The campaign is already being backed by global employers, including 02, Fujitsu, Network Rail, the FDM Group and Capgemini – more best practice employers are expected to follow suit. The Association of Graduate Recruiters (AGR) is also supporting the campaign.
Melissa Amouzandeh Network Rail’s Emerging Talent Acquisition Manager shares her words of support for Debut’s Fight for Feedback campaign:
“Feedback is vital for a candidate’s progression – without it, they may struggle to secure that next opportunity.
“It’s the responsibility of the employer to share feedback, not only to help the candidate develop, but also in the interest of the UK workforce – good quality feedback reduces the time it takes for candidates to secure a position of employment, and also reduces the time it takes to find the right person for the role. This campaign is win:win for all involved.”
What’s the potential outcomes for the candidates:
Depending on the scope of the legal requirements it could have amazing outcomes for candidates being given constructive and informative feedback providing them a route to achievable goals for improvement.
But what about the feedback that you don’t like giving?
Their personality doesn’t fit the team, their interview was weak or it could even be something like they have very bad personal hygiene!
Could the feedback destroy their self confidence and ultimately put them back in their career search especially if they’ve been out of work for some time?
What’s the potential outcomes for employers/recruiters:
My initial thought is why isn’t the feedback given in the first place. They’ve gone to great lengths to attend an interview and as stated above the cost of attending is normally overlooked.
From my experience time and resources would be the biggest issues.
So this will mean an increased use in automation and systems for a cost effective process to deliver feedback, or, an increased internal cost for additional recruiters to manage the additional communications and workload.
From effective measures, this can have amazing results within an organisation and how they look to potential employees. A company that cares about new staff is going to care about those within the business. Right?
If you’d like to find out more or sign the petition click here: debut.careers/feedback-petition/
I think that you shouldn’t need it to be legislation as it should be part of your recruitment process if you really value your candidates experience. If this is such a big issue as Debut make out then the REC and APSCO should be conducting national surveys and taking ownership of the problem.
I’d be really interested in your feedback from a candidate/recruiter/employer point of view so please feel free.