The Role of Feedback in Hiring

Debriefs are the most important part of hiring, and often the most underrated. I was recently talking to a recruiting friend who told me her company doesn’t do debriefs. At all. Even though she’s tried to introduce them, the team insists on keeping the process async and using the (sometimes subpar 😵💫) written feedback. My immediate reaction? How are you making decisions without a conversation? Debriefs are where the magic, or the mess, happens. They’re not just a recap; they’re where scattered opinions turn into a clear, aligned decision. And when done right, they’re one of the most impactful parts of the hiring process. As a recruiter, I know this is my moment to bring structure, challenge assumptions, and ensure we’re making decisions for the right reasons. Here’s why debriefs matter and how I approach them: 1️⃣ Debriefs align the team. Interviews can be subjective, and everyone sees different parts of the candidate. The debrief is where we bring it all together. By focusing on the scorecard, not gut feelings or the most charismatic person in the room, we make sure decisions are based on the role, not personal preferences. 2️⃣ They expose blind spots. Bias doesn’t just creep into interviews; it shows up in debriefs, too. My role as a recruiter is to listen for inconsistencies, challenge groupthink, and ask the hard questions. When someone says, “I just didn’t get a good vibe,” you can bet I’m going to ask, “What specific feedback led you to that conclusion?” 3️⃣ They save time and energy. A bad debrief leads to wasted time - re-reading notes, debating endlessly, or even scheduling unnecessary second interviews. A strong debrief gets everyone on the same page and keeps the process moving forward. 4️⃣ Recruiters are the drivers. We’re not just there to take notes. In a debrief, I’m keeping the team grounded in the scorecard, clarifying discrepancies, and pushing for clarity when feedback is vague. If we’re torn on a candidate, I’m asking, “What’s missing for this to be a clear yes?” A few tips for better debriefs: ✍🏼 Pre-debrief feedback: Require interviewers to submit notes before the meeting to avoid recency bias or group influence. 🏗️ Stay structured: Stick to the scorecard to keep the conversation focused. ❓ Ask better questions: If the team is stuck, try, “What problem are we solving for with this hire?” or “What’s our level of confidence in this decision?” 🎬 Have the hiring manager go last: Don't let the HM share their feedback until the very end. This ensures that interviewers aren't influences by the HM's opinions. Debriefs aren’t just meetings, they’re where hiring decisions are made. When they’re done right, they elevate the process, surface better insights, and help you hire the best person for the job. How does your company approach debriefs? What questions are you asking to ensure they are productive?

Recruiters don’t know what they are talking about. Except we do. Listening to recruiter feedback and reacting is essential for improving your hiring process. Here’s why it matters:  • Recruiters are your eyes and ears in the talent market. • Reacting to feedback shows you value the recruiter’s expertise. • Ignoring recruiter feedback can delay hiring or settling for candidates who aren’t the best fit.  What happens when you don’t listen to recruiter feedback? • Recruiters can help spot red flags that might not be obvious to you. • Candidates may be turning down offers or dropping out of the process.   • If recruiters point out bottlenecks or inefficiencies but you don’t adjust, your hiring process could drag on. Here’s how to listen and react to recruiter feedback effectively:    • Feedback is meant to help, not criticize.    • Don’t just take feedback at face value; ask for details. • Don’t sit on recruiter feedback. If changes need to be made, act quickly to keep things moving forward.   Why recruiters: ~ Recruiters are your partners in finding the right talent. ~ Reacting to feedback shows you’re committed to refining your hiring process. ~ Listening to recruiter feedback helps you hire better and improves the employer's brand. If you want to improve your hiring outcomes:  - Be open to feedback from recruiters.   - Be proactive in making necessary changes.   - Be committed to collaboration for the best results.  Recruiter feedback is your secret weapon. Use it to sharpen your hiring strategy and attract the talent your business needs to thrive.  𝙋𝙡𝙚𝙖𝙨𝙚 𝙙𝙧𝙤𝙥 𝙖 ❤️ 𝙞𝙛 𝙮𝙤𝙪 𝙛𝙤𝙪𝙣𝙙 𝙩𝙝𝙞𝙨 𝙞𝙣𝙨𝙞𝙜𝙝𝙩𝙛𝙪𝙡.

Dear Hiring Managers and Recruiters, If you have a candidate who has been through multiple rounds of interviews and you're turning them down, please take the time to offer them feedback if they'd ask for it. I know you're busy and probably afraid. Giving feedback can be scary; you never know how someone will react. But if they are able to receive it, it's such a gift. You and your organization may now have unique insights into what could help them improve and land their next role. And in this competitive environment, it could make a huge difference. I cannot tell you how many folks I know who have been interviewing, get multiple rounds in, only to get turned down, and then receive feedback that looks like "we've decided to go with a candidate that is more closely aligned with our direction" or something like that. That's not actionable or helpful. Examples of better feedback: - We've chosen a candidate with "this specific technical experience." This will give the candidate something to work on. - What would've made you a better fit for this particular role is having more domain expertise (insert specific domain. Example: underwater welding). Suppose there were communication issues or issues with how they showed up in the interview. It's harder to give this type of feedback in writing (highly suggest you don’t as it could introduce unnecessary risk) as tone and intent can be harder to convey, so I suggest a phone call (I actually prefer a phone call for all feedback to reduce risk), but give them that feedback if they are willing to receive it. Stick with facts, not feelings or opinions. Provide feedback only on things that the candidate can change. And remember your communication sandwich (positive, constructive, positive). Examples: - While it was very clear to us from your resume that you have strong experience in x, one area of opportunity would be to work on telling a story about how you drove an impact and the steps you took. The why, the what, and the how. - While we can tell you are very passionate about x, we didn't get a clear understanding of your impact on the metrics you owned. DISCLAIMER: 𝐂𝐨𝐧𝐬𝐮𝐥𝐭 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐥𝐨𝐜𝐚𝐥 𝐇𝐑 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝 𝐚𝐧𝐝 𝐬𝐡𝐨𝐮𝐥𝐝𝐧'𝐭 𝐬𝐚𝐲. You need to make sure you avoid legal landmines! Keep feedback focused on skills, experience, or alignment with the role, not personal traits or anything that could be misinterpreted as discriminatory. Dear Candidates, If you ask for feedback and you get it, make it safe for the interviewer to give you that feedback. If someone offers it and you're not in a mental space to receive it, it's always okay to graciously decline it. I have personally given feedback only to have someone argue about why my feedback was wrong, and I am not the only one. This happens a lot, making the idea of giving feedback very unappealing. That is all.

I love this clip of Chicago Bears General Manager, Ryan Poles. Of course he’s talking about making roster cuts on a football team, but I think what he says is very transferable to hiring these days. He says, “The ironic thing for me is, I’ve been cut in this building before. So I’ve been there.” Ryan follows up by saying that “It’s a place where I try to have a lot of empathy in the way that we communicate it, because these guys have put a lot of time and effort into making a football team. What I try to do is do a really good job of giving feedback, so they at least know the why behind it.” Obviously I’m a bit biased as a recruiter, but this spoke volumes to me about the current state of hiring. Too often, candidates are rejected as just “not a fit” or “not interested”. But there is always a WHY behind these decisions. Especially if you are taking the time to interview someone, take another 60 seconds, and provide them with some feedback as to why they aren’t the right fit for your organization. Just like Ryan Poles says, it’s important to remember that you likely have been, and likely will be in the shoes of the candidate at some point. If you would want to receive feedback when you are in their position, do the right thing and provide the candidate with feedback so that they can work on improving their job search and interview performance. Please, let’s put the human back in hiring.

Most hiring decisions happen in the first 10 minutes after an interview. That's the problem. Just watched a strong candidate get rejected. Not because of skills. Not because of experience. But because the hiring manager "had a feeling." Feelings don't build great teams. Structure does. Last week, I ran a debrief for a VP search. The loudest voice started with "I just didn't click with her." I stopped him. Made everyone score the candidate against our predetermined criteria. Made everyone share concrete examples from the interview. Made everyone justify their ratings with evidence. The "gut feeling" disappeared. The candidate moved forward. Unstructured debriefs create chaos: 📛 The loudest voices dominate  📛 Recent interviews get inflated ratings  📛 Bias creeps in through "culture fit" comments  📛 First impressions override actual qualifications Strong recruiters control this process. They don't just schedule interviews.  They don't just collect feedback.  They drive structured decision-making. No feelings. No vibes. No guesswork. Just clear criteria and evidence-based discussions. Your hiring success isn't determined in the interview. It's determined in the debrief. And if you're not controlling that conversation, someone's bias is. #Recruiting #ExecutiveSearch #Hiring #Leadership