Feedback. It’s the stuff staffing dreams are made of.
Because when a recruiter is riding shotgun on your road to employment, interview feedback is like the smooth cement poured over every rut, bump and pothole detouring you from the final destination.
We all know that the job search process can be a rough road, wrought with wrong turns and dead-ends, yet when you take directions, it’s a lot easier to find your way. So, relay this interview intel to your recruiter and staffing agency because employment doesn’t come with GPS.
How long the interview lasted
The average interview should last a minimum of around 30-40 minutes, but if you’ve shaken hands twice (on your way in and then again on your way out) in under 15, it doesn’t bode well for your candidacy.
“The length of your interview usually indicates the level of interest from the Client,” admits Valerie Anderson-Migliore, a Technical Recruiter with Procom. “If it's shorter than scheduled, it usually means they’re not interested.” Studies show hiring manages admit to knowing within 90 seconds of meeting a potential hire if they want to continue with that candidate, so letting your recruiter in on this timely feedback can help them prepare you for making the best first impression.
Who you met with
Your obvious interaction will be with the hiring manager and perhaps even the manager of your team on the first interview, but were you introduced to other members of the team who you weren’t scheduled to meet with? This interest in a second opinion is a definite indication of an interest in you. Did you receive an impromptu tour of the office? Letting your recruiter in on this info will help him or her gauge where you stand in the hiring phase and what the next steps will be for them if you’ve already skipped a few!
Hiring timeline / When you’re available
If the company's timeline to hire is mentioned, or you're asked about your availability to start, it helps recruiters determine if they should expect an offer soon or if there are other interviews going on. It will also let them know when they should follow up with the Client and if they should start sourcing you other roles. “This information is usually included in submission,” says Julian Lopez, a Technical Recruiter with Procom, “but reinforces that they may move forward with an offer.”
Types of questions asked
Was your meeting comprised of more technical, experiential or behavior-based asks? This feedback provides recruiters with insights into that particular hiring manager's or organization’s style of interviewing, which can, in turn, prepare you for what to expect in the next phase of the process. Vikas Vats, a Technical Recruiter with Procom adds, “Lots of candidates get flustered when they suddenly are asked for a technical test or white boarding. If we know this practice in advance regarding a hiring manager, we can prepare our candidates better.”
Their interest level
What's your interest level from 1-10? Are you excited about the role? This type of honest personal feedback saves all parties a lot of time. Ana Algernon, a Technical Recruiter with Procom explains, “This way I know where we stand if an offer comes through. If the candidate doesn't feel there is a fit, it's best to withdraw the candidate and indicate why there isn't a fit vs. waiting for an offer to come through and decline the offer.” If you’re not as excited about the role after you interviewed for it, it may be best to let your recruiter source you a better fit for everyone involved.
You know what they say when it comes to Candidacy and contracts: If you build it, they will come.