It is important that feedback is given in a way that allows the receiver to take positive action and develop themselves.
This way they can progress their career and their skill sets in the right direction.
By breaking constructive feedback down into four key components it is much easier to provide feedback in this format time after time.
This is a great tool to ensure feedback is helpful and not destructive.
Understanding who should give feedback, what the feedback should look like and how the feedback will be provided is key to getting feedback right in recruitment.
Feedback can be easier if you base it on a proven, best practice, model. We have selected the DESC model to provide a structured method for feeding back during the recruitment process.
"On paper, constructive feedback appears easy to give and the benefits can clearly been seen.
In reality time often leads to recruiters rushing the feedback process to focus on candidates that they are progressing. It is important to keep reminding yourself of the structure constructive feedback needs to take.
During a hectic recruitment process it is easy to fall into bad habits, just being aware of this will significantly help."
"We have all received destructive feedback at some point in our lives and know how bad it can feel.
Aside from the impact that bad feedback has on the individual, it can also significantly impact your reputation as an employer. Word quickly spreads when candidates have bad experiences and poor feedback is one of the worst culprits within recruitment."
Managing Director of Bright
Recruitment Account Manager