Delivering feedback

Following the activity associated with identifying an appointee and making an offer of employment, the delivery of feedback completes the process from the unsuccessful candidate’s perspective.   We offer feedback, upon request, to any candidates who attend an interview for a role

Importance of feedback

Feedback serves a number of purposes, outlined below -

  • It helps to maintain the candidate’s engagement with York St John – they may be suitable for future vacancies
  • Increases transparency regarding the panel’s decision making process
  • It protects our employer brand
  • Helps the applicant to consider any development needs for future applications

What does good feedback look like?

  • Timely (delivered within a week of the request being made via phone call or email)
  • Constructive
  • Includes both positive aspects and areas for development
  • Focussed on the criteria for the role, not the candidate’s personality
  • Specific
  • Includes advice as to how the candidate might approach things differently in future

Structure of feedback

We advise that feedback is delivered in three parts –

Part 1 - Thank the candidate for the time they invested in completing their application and attending the interview process

Part 2 - Provide the candidate with a summary of their performance during the interview process, highlighting the areas where they performed well against the selection criteria and identifying areas for development.  Refer to specific examples and elements of the selection criteria to contextualise the feedback.  The interview scoring system will assist you in identifying areas of strength and development.

Part 3 -  End, where possible, by recommending activities that the candidate might wish to undertake in order to enhance their suitability for the role or performance at interview, for example studying towards a certain qualification, volunteering for work experience in a particular area or increasing their subject knowledge.

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