The no-BS guide to giving agency recruiters feedback they can actually use.

updated on 4 October 2023

Ever felt like you’re playing a never-ending game of “Telephone” when working with agency recruiters? You know, that game where the message gets distorted as it passes through multiple people? Yeah, it’s frustrating, and it’s high time we challenge that old-school narrative.

Giving feedback to agency recruiters about candidates isn’t just a “nice-to-have”; it’s a “must-have” for long-term success. Sloppy, vague feedback can lead to misunderstandings, inefficient processes, and—brace yourselves—hiring the wrong people.

But don’t sweat it. We’ve got your back. Here’s your no-nonsense guide to giving feedback that’s as effective as a double espresso shot. And guess what? We’re throwing in the HirePort solution to make this process smoother than your morning latte. ☕

Why feedback matters.

First off, let’s debunk the myth that feedback is just a formality. Nah, it’s the lifeblood of effective recruitment.

Imagine you’re building a house. Would you want your builders to guess what you want? Hell no! You’d give them blueprints, right?

Similarly, feedback is the blueprint that guides agency recruiters in finding your dream candidate.

What to focus on

1. Be specific: No beating around the bush

Don’t just say, “The candidate was okay.” What does “okay” even mean?

Instead, get down to specifics. Was their technical skill on point but their communication lackluster? Say it.

The more detailed you are, the better the next candidate will be. It’s that simple.

For example:

The vague way: “The candidate was fine.”

This doesn’t give the recruiter anything to work with. What does “fine” mean? Are they a cultural fit but lacking in skills? Or vice versa?

The specific way: “The candidate had excellent technical skills and solved the coding challenge effortlessly. However, they struggled to explain their thought process clearly, which raises concerns about their communication skills.”

This feedback is gold for a recruiter. It tells them exactly what to look for in the next candidate.

2. Standardize: Kick subjectivity to the curb

We’re all human. We have biases. But when it comes to recruitment, subjectivity is your enemy.

Use a standardized rating system or a set of criteria to evaluate candidates. This way, everyone’s on the same page, and there’s less room for “interpretation.”

For example:

The gut-feeling approach: “I don’t know, something about them just didn’t click for me.”

This is a classic example of subjectivity. What didn’t “click” exactly? Was it their attitude, their skills, or something else? It’s unclear, and that’s a problem.

The standardized approach: “We use a 5-point scale to evaluate candidates on technical skills, communication, and cultural fit. The candidate scored a 4 on technical skills but only a 2 on communication.”

By using a standardized rating system, you remove the ambiguity. Everyone knows what a “4 on technical skills” means, and it makes it easier for the recruiter to understand what you’re looking for.

3. Speed is key: Don’t keep ’em waiting

In the fast-paced world of recruitment, time is of the essence. The quicker you provide feedback, the faster the process moves. It’s not rocket science; it’s just good business.

The HirePort solution: Centralized communication and feedback for the win

Imagine a world where all your communications with external agencies are in one place. No more juggling emails, texts, and random sticky notes.

With HirePort, feedback is streamlined, and everyone’s in the loop. It’s like having a personal assistant for your recruitment process. ????

Here’s how it works:

  1. Log In: Access the HirePort platform and find your dashboard.
  2. Review Candidates: All candidate profiles are neatly organized. No more sifting through messy inboxes.
  3. Give Feedback: Use the built-in feedback form to rate candidates based on your standardized criteria.
  4. Instant Updates: As soon as you hit “Submit,” all connected agencies get notified. Real-time, baby!
  5. Track Progress: Monitor how your feedback is being implemented and watch as the quality of candidates improves.

The bottom line

Look, giving feedback might seem like a chore, but it’s the secret sauce to finding your perfect candidate. And with HirePort, it’s easier than ever. So, stop settling for mediocre hires and start demanding the talent you deserve.

Ready to revolutionize your recruitment process?

Jump on the HirePort bandwagon and let’s find you that dream team you’ve always wanted.

Cheers to smarter recruiting and kickass hires! ????