Securing top candidates through concrete feedback

As digitalisation continues to accelerate within the Philippines, companies are looking to adopt a more data-driven approach to their businesses. Although we’ve seen the pool of data science and analytics professionals rise, good talent is still considerably difficult to hire.

A common observation amongst hiring managers is the perceived skill gap between the candidate and the role, where candidates are applying for positions far too challenging for their experience. Unfortunately, this is not always communicated.

In a market like this with a distinct skill gap, providing post-interview feedback, one of the things most often overlooked by hiring managers, could be one of the key factors in securing you the talent you need. The feedback provided doesn’t have to be long, but it does have to be concrete and constructive.

Vaneza De Layola, consultant in the technology division at Robert Walters Philippines, shares her thoughts on how feedback can go a long way:

It shows candidates you care

As analytics in the country is fairly new, its definition in the Philippines is quite different as compared to how professionals across the world define it. A common challenge for hiring managers is the superficiality of analytical skills in the Philippines. For example, companies are looking for a data analyst who have the business acumen to leverage data to drive business decisions, but often they find that many candidates are only able to create data visualisations.

Delivering constructive, concrete feedback to unsuccessful candidates about the skill sets they are missing can empower them. It serves as an opportunity for growth to those who are keen in securing the role in the future or a similar one in another company. While it may seem like additional workload, it exhibits respect and appreciation, especially to those who are still highly interested in the role or company. It also helps contribute to strengthening the pool of talent, which will benefit the entire industry.

It helps you get better candidates in future searches

Given the relatively newness of the field, it is often challenging for hiring managers to clearly define the skills and requirements needed. Providing concrete feedback after the interview not only helps the candidate, it also gives your HR department and recruitment consultant a clearer picture of who you’re looking for.

This will allow them to provide better advice on whether such candidates can be found within the Philippines market or if you need to revise your requirements. In some cases, knowing that a suitable candidate will be hard to find domestically may prompt them to look at less conventional methods of sourcing, such as searching overseas for a Filipino professional who has the necessary skill sets.

It helps you engage the candidate throughout the process

“Does this company use cutting-edge technology? Do they keep up with the trends?” These are some common questions that candidates will have in mind during the application process. Strong candidates are naturally driven and ambitious and will want to work for companies that will give them the opportunities to be exposed to the latest trends and technologies.

By engaging in clear feedback with candidates, you can help to clear up any questions or doubts that may have arisen after the interview. For candidates you’re interested in, it helps show them that you’re truly invested in your people. For candidates that didn’t make the cut, it gives them a clearer picture of what your business does and helps clear up any potential negative or ambivalent impressions.

It helps you build a strong employer brand

Taking good care of your candidates from the moment you first contact them until after all the interview rounds paints a good picture of the company. Factual feedback from you will also assure the candidate that the hiring decision is merit-based and not influenced by bias, such as age, gender, sexual orientation and such transparent communications will encourage them to consider opportunities with the company.

Remember, feedback is a two-way street. This is also a good platform to seek suggestions from candidates about hiring-process improvements – allowing you to improve your own hiring process to get better candidates in the future.

For more expert advice on creating your very own stand-out recruitment process, check out our latest hiring advice.

 

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