In the article “Company Asked Me to Spend an Hour Giving Feedback on Their Hiring Process,” you dive into the perplexing experience of a job candidate who, after enduring five interviews and two assessments for a relatively low-level position, was asked to provide constructive feedback on the company’s hiring practices. Despite the investment of significant time and effort, the candidate was ultimately rejected. The article, written by Alison Green and published on Ask a Manager, dissects the absurdity of such an exhaustive hiring process and the ethical pitfalls of requesting feedback from candidates who are still under evaluation. It underscores the imbalance of power and the impracticality of expecting genuine feedback from individuals hoping to secure a job.
Company Asked Me to Spend an Hour Giving Feedback on Their Hiring Process
Have you ever been asked to give feedback on a company’s hiring process while you were still in the running for the job? If so, you’re not alone. Recently, a reader wrote to Alison Green at Ask a Manager about such an experience. Let’s dive into this fascinating (and somewhat baffling) tale, and explore the implications for both job candidates and companies.
The Reader’s Story
A reader shared their troubling experience with a lengthy interview process for a relatively low-level job. After multiple interviews and assessments, the company requested a feedback call—not to provide the reader with insights, but to gather feedback on their hiring process. Here’s a detailed breakdown:
- Five interviews, one lasting over two hours
- Two assessments
- A feedback request that seemed to have no immediate value for the candidate
Despite investing significant time and effort, the reader was ultimately rejected post-feedback call, raising several questions about the appropriateness and rationale of the company’s request.
Common Questions Raised
- Evaluation During Feedback: Is there a reliable strategy for giving the company feedback on their hiring process while still a candidate?
- Frequency of Such Requests: Are candidate feedback calls before making a job offer becoming common?
- Opting Out: Is there a way to decline giving feedback until after a hiring decision is made, without forfeiting candidacy?
Breaking Down the Hiring Process
Excessive Interviews
First and foremost, five interviews are excessive for most positions, particularly for those that are not senior roles. Generally, three interviews should suffice unless there are extenuating circumstances, such as changes in the hiring manager or role responsibilities.
Why This Is an Issue
Excessive interviews can deter highly qualified candidates, lead to fatigue, and strain the candidacy pool. Here’s a comparison to illustrate:
| Number of Interviews | Suitable for Positions | Notes |
|---|---|---|
| 1-2 | Entry-level | Quick decision-making |
| 3 | Mid-level | Comprehensive but reasonable |
| 4+ | Senior roles/Unique cases | Should be justified and explained |
The Feedback Call
The request for feedback during the hiring process seems equally perplexing. While candidate feedback can be invaluable, the timing and the dynamics of the situation were clearly off.
Power Dynamics
When asked to provide feedback while still being evaluated, candidates might feel pressured to censor their true opinions. This impacts the quality of feedback the company receives. Consider these dynamics:
| Timing of Feedback Request | Candidate’s Likelihood to Be Honest | Company Benefits |
|---|---|---|
| During Candidacy | Low | Limited |
| Post-Rejection/Offer | High | High |
Proper Practices for Hiring Feedback
When to Ask for Feedback
If a company genuinely wants candid feedback, it should ask for it after the hiring decision has been made. Anonymity and a low time commitment, such as a survey, can increase the likelihood of receiving honest and valuable insights.
Survey vs. Call
- Surveys: Quick, can be anonymous, and less intrusive.
- Calls: More detailed insights but risk biased responses if candidates feel pressured.
Compensation for Time
Companies that seek detailed feedback should offer compensation for the candidate’s time, particularly if the feedback session is extensive. This respects the candidate’s effort and can also make them more willing to provide in-depth, candid feedback.
Sample Feedback Request Process
Here’s a sample approach to requesting feedback post-interview:
- Clearly Communicate: Inform candidates that their feedback will be requested after the hiring decision.
- Compensate: Offer a token of appreciation or financial compensation for their time.
- Offer Anonymity: Provide an option to give feedback anonymously.
- Keep It Short: Use surveys designed to be completed in 10 minutes or less for higher response rates.
- Follow Up: Aggregate feedback and communicate key takeaways back to candidates, if appropriate.
Insights into Company Practices
Unfortunately, the company in question seems to illustrate a misunderstanding of the candidate experience. Here are some insights into what might have gone wrong and what could be improved.
Unrealistic Expectations
The expectation for candidates to continually invest time without clear communication of the process can signal organizational neglect and inefficiency. Companies should:
- Streamline Processes: Reduce the number of interviews unless absolutely necessary.
- Communicate Clearly: Set expectations from the outset about the steps in the hiring process.
- Provide Value: Ensure each interaction adds value for the candidate as well as the company.
Understaffing Issues
The reader noted that most teams appeared understaffed, which might correlate with the lengthy hiring process. Prolonged hiring cycles can negatively affect team morale and productivity. Companies should:
- Identify Bottlenecks: Streamline the interview process to fill positions faster.
- Develop Talent Pipeline: Proactively engage potential candidates before the need becomes urgent.
Addressing Specific Reader Questions
Reliable Feedback Giving Strategies
If you find yourself in a situation where you are asked to provide feedback while still a candidate, consider these strategies:
- Be Balanced: Provide both positive and constructive feedback.
- Focus on Facts: Use specific examples and factual observations rather than emotional sentiments.
- Express your Needs: Mention how the process could be improved from a candidate’s perspective without appearing overly critical.
Candidate Feedback Calls – Commonality
Such requests are generally uncommon. Most companies that seek feedback will do so after the hiring decision or through exit surveys. If you encounter this, it’s likely an isolated practice rather than an industry trend.
Declining Feedback Requests
If you wish to decline giving feedback without risking your candidacy, approach it diplomatically:
- Be Honest: Explain your current time constraints and express willingness to provide feedback post-decision.
- Propose Alternatives: Suggest completing a survey or brief feedback form instead of a lengthy call.
- Stay Positive: Frame your declination in a way that highlights your continued interest in the role.
Conclusion
Navigating the hiring process can be challenging, especially when companies add unexpected steps like feedback calls. While candidate feedback is critical for improving hiring practices, it’s essential that companies seek this feedback at the right time and in the right manner.
If you ever find yourself in a similar situation, remember to balance your feedback, be honest about your capacity, and remain professional. Companies that respect their candidates’ time and seek genuine insights will ultimately foster better relationships and a more efficient hiring process.
This post was originally written by Alison Green and published on Ask a Manager.
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By understanding the right questions to ask and strategies to employ, you can navigate the complexities of the hiring process more effectively. Happy job hunting!
