Giving feedback
Generally feedback should only be provided on request. In most cases applicants request feedback in order to understand how to improve future applications or interview performance, rather than to question the selection decision. However, if it is clear that a candidate requesting feedback is seeking to challenge an appointment decision, advice should be sought from Personnel Services before responding to the candidate.
In providing feedback to candidates, consider the following:
- Panel's should nominate one person to provide feedback to candidates, to ensure consistency.
- Feedback should be objective and relate to the selection criteria for the post.
- The feedback given should be based on the selection committee's notes, and it may be helpful for the panel to agree the feedback to be given to unsuccessful candidates.
- It is helpful to make feedback balanced, where possible, advising candidates of areas where their application was strong, as well as explaining areas where their application fell short of the required skills and experience, or where they were not as strong as other candidates.
- Feedback may be given in writing, in person or by phone, but a note should always be kept of the information given.