When giving feedback, you should be...

It’s easy to get lost and start blabbering on and on about intangible things that won’t help the candidate at all. To prevent that, one thing you can do is focus on the job description. This is what Susan M. Heathfield suggests in her article ‘How to give feedback to your unsuccessful job candidates” (link below). https://www.thebalancecareers.com/how-to-provide-feedback-to-unsuccessful-job-candidates-1919149 According to her, you should also give clear examples of how a candidate’s suggestions, interests, background, or profile do not exactly match what your company is looking for. E.g. you can tell a marketing director candidate that their proposals to revamp the company’s marketing strategy are not in line with your business model. No need to say that tact and empathy are paramount when doing that. Would you like to learn more about effective communication and empathy? Then take a look at these very interesting and thought-provoking micro-courses at Sabido: https://sabido.com/course/how-to-be-more-empathetic-at-work https://sabido.com/course/essential-skills-for-effective-communication Photo by Silvan Arnet on Unsplash