Once upon a time, I found myself deep in conversation with a brave comrade in the recruitment trenches. This audacious soul was knee-deep in interviews, facing an array of feedback styles or, on occasion, eerie silence. Both of us strongly disliked the practice of receiving rejection through phone calls, which led us to question why, throughout our entire careers, we've been advised that making a call was the sole and superior approach to handling such matters. Hence, I decided to initiate a LinkedIn poll, seeking the wisdom of the crowd. The total of 340 intrigued LinkedIners answered my call (pun not intended), with 65% declaring that the noble email was their preferred method of receiving feedback.
In the spirit of having some fun (or perhaps because extreme boredom struck me over the weekend, who can tell?), I decided to delve deeper into the data.
To bring clarity to the abundance of diverse titles and roles, I employed my expertise and categorised all the voters into distinct teams. Now, bear in mind, LinkedIn’s analytics only go so far, which meant I had to meticulously sift through all 340 profiles by hand, therefore naturally, there may exist a slight discrepancy, given that some individuals might not have their profiles honed to perfection or I was left to my devices to decide which category the job title fits.
I've divided the team into the following groups (which you can also visualise on the graph): Marketing, Sales & Operations, Analytics, Finance, People & Talent, Technology and Academia.
Through a LinkedIn poll and meticulous categorisation of responses, it became evident that email stood tall as the favoured mode of communication, especially among technology professionals, comprising a significant portion of the respondents.
What truly piqued my curiosity was the preference observed among my peers in People & Talent teams, who uniquely favoured phone calls for rejection conversations. This revelation shed light on a common practice in the industry, guiding many new recruiters in their approach.
Beyond the statistics, I was humbled to receive a flood of personal messages and comments. These diverse perspectives underscored the vital lesson: assumptions about communication preferences can lead us astray. Empathy and understanding play a pivotal role in this process. Acknowledging the individuality of each candidate, I advocate for a tailored approach - providing options. A concise email can offer initial feedback, while the offer of a detailed phone discussion respects the candidate’s investment of time and effort.
In conclusion, providing thoughtful, timely, and constructive feedback is more than a mere formality. It's a testament to respect, acknowledging the candidate's journey and fostering a positive candidate experience. By embracing this approach, we not only honour the candidate but also elevate the reputation of our organisations, leaving a lasting, positive imprint in the realm of recruitment. Remember, in the art of communication, the key lies in the delicate balance between the message delivered and the way it is received.