Feed me…Feed me! More Feedback please

Feedback, such an insignificant word on the face of it. Yet, it is the biggest element that makes any process improve. This could be an automated process right through to a service process. Without the feedback to the input of the system there isn’t any way to know how and where the improvements can be made.

When I worked in industry the process systems would use the feedback loop in order to change the input of the process. This would automatically make changes to various valve positions in order to control flow, speed changes on pumps to control volumes, and heating systems to dry the paper a little more or less depending on what the feedback loop had found during the process.

This relates to recruitment is a similar way apart from the valves of course!

When a brief is taken for a role, the skilled recruiter would typically send a benchmark CV to the hiring manager to create a gap analysis. This is then fine-tuned in order to improve relevancy. Without the feedback loop in this case, the gap towards the right skill sets will not be closed in a controlled fashion meaning a lot of wasted time for the client in reviewing candidates that do not hit the mark.

The same thing applies to interviews. Feedback is a real must following an interview to gauge how the candidate performed and to also gauge how the client performed. This then allows for changes to how the interview is conducted or how the candidate presents themselves at a future interview. In essence it allows the gaps to be closed and an accurate fit to be sourced.

The real benefits can be numerous, from candidate development right through to improving the interview process and hiring manager’s interview skills, along with the brand of the company. Everybody likes to get the feedback whether it’s good or bad (mainly good of course) as it allows the loop to be closed one way or another.

I had a candidate who was struggling at interview in terms of illustrating his skills and experiences in a clear and efficient manner. Through learning form the feedback, we are able to introduce him to some techniques to deliver examples in a clear and concise manner. With just some small changes to his approach, he was able to secure a great position at a forward thinking company that provided the opportunities he needed to progress his career to the next level

We also worked with a client in the automotive industry who was receiving a negative image due to the way it treated its employees. By sharing this feedback and educating our client, we were able to open their eyes to some different approaches that allowed them to manage their employees in a more positive and upbeat manner. This resulted in a rapid change in behavior and a significant increase in the happiness and motivation of the workforce.

In short and it its simple. Provide feedback in a timely manner and keep it clear and constructive.

Lee Narraway
Managing Director
T: +44 (0) 1925 438 110
M:+44 (0) 7884 267 141lnarraway@antal.com
Antal WarringtonThe Whitehouse, Greenalls Avenue, Warrington, Cheshire, WA4 6HL

www.antal.com