Why Candidates Should Offer Feedback

Why Candidates Should Offer FeedbackFeedback typically constitutes information about an action or behaviour that can be used to change or improve certain behaviours. It can be either positive or negative, although it is usually the negative that comes to the fore.

In the world of business, including education and recruitment, feedback – even from the candidate – can be vital to staying current and relevant. It offers both client or candidate the chance to avail better services and the company the opportunity to improve.

Feedback can be a way of ironing out issues within a company. As a recruitment candidate, the ideal situation would be to receive the best service every time. But this might not be possible. With feedback, companies can look into faulty systems and offer smooth service.

Clients also receive superlative treatment, and in such cases, it helps to leave a review. This most often happens for hospitality establishments such as restaurants and hotels but is extremely helpful for all other companies, including recruitment agencies such as Kamaxi Overseas Consultants, as well.

Positive feedback not only provides information but also serves to motivate the company serving you, boost its confidence and shows that you value them. With companies where you receive a service, such as recruitment agencies, feedback can help others looking for jobs to know where to turn to. It boosts the credibility of the organisation and gives you the chance to pay it forward.

Feedback does not always have to occur after a service or product has been availed. It helps to provide feedback at every step of the transaction process. This can help companies immediately act on a behaviour that is not satisfying or efficient, and in turn smoothen the rest of your experience.

Constructive criticism is one of the best ways to improve your experience as a client or candidate. It can help improve and enhance performance and can give companies an idea into how you view them. You can continue to offer feedback much after you have received the service, or if you have availed continued service. It helps companies to understand how they have progressed and create newer goals for themselves – in turn, providing you a better service in future.

Offering feedback is free, and at the most, will take a few minutes of your time. It is ideal that the candidate offers feedback or reviews to the company as soon as possible since it will correspond to the current situation. Focusing on issues or methods of practice are more important than focusing on the person who delivered the service. It is helpful to point out the exact problems you faced – such as an application form that was too complicated or obscure, or the methods you were happy with – such as informational brochures of various companies looking for employees or a well-oiled follow-up system.

When giving feedback, it can also be helpful to the company to offer a suggestion of your own to an issue you are facing. Perhaps they didn’t offer enough details of the job on offer or were very vague about the entire interview process.

The most important point to remember – other than to consistently give feedback – is how to deliver it. Always be polite. Being rude and venting is unlikely to help your cause as you might be seen as a hot-headed candidate consumed by anger. If you are polite, it is more likely that your feedback will be reviewed more earnestly and be effective.

Be respectful, helpful and if possible, do it on a public forum – such as social media, where others may benefit off your positive feedback for the company or be warned of a sub-par experience. If more candidates left feedback, recruitment companies would probably be more inclined to offer better services and continually strive to improve.


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