Feedback is More Than Finger Pointing
Let’s clear one thing straight off the bat — feedback isn’t about finger-pointing or ego-bruising. No, it’s the beacon of growth, a compass guiding your candidates towards self-improvement. It’s about illuminating the blind spots they might not be aware of, sharpening their skills, and bolstering their preparation for future opportunities.
Before you gear up to deliver what may seem like negative feedback, remember, it’s not a verdict on their worth, it’s an assessment against specific hiring criteria. Make sure you convey this to the candidate, strip away the stigma attached to feedback. Tell them that this isn’t a dismissal of their potential, but a recognition of their efforts, a stepping-stone to their growth.
Feedback is a powerful tool when wielded with respect and empathy. So, set the stage. Appreciate their interest, acknowledge their efforts, and then provide the constructive critique. You’re not slamming a door shut; you’re helping them unlock a better version of themselves.
See, the trick to delivering effective feedback lies in the framing. Position it as a learning opportunity rather than a setback. With the right approach, you can lower their defensive walls and open the gates to receptiveness.
In short, feedback isn’t a wrecking ball. It’s a builder, an architect of better professionals. It’s not the end, but the beginning of a journey towards self-improvement.
