An appointing Panel should always agree before closing the meeting:
- Who will provide feedback if asked.
- What feedback will be provided?
If requested, feedback should be provided for unsuccessful short-listed or interview candidates.
This is particularly important if the candidate is internal.
Guidance on providing feedback:
Please remember you need to manage the candidate's expectations.
NB. If you have stated at interview that you would telephone candidates regarding the outcome of the interview please ensure you do so. Failure to follow up creates a bad impression of the University.
- Feedback must be based on an objective judgement assessing against the stated criteria for the post (the Person Specification);
- Feedback should incorporate positive comments in addition to feedback on areas where the candidate did not meet the requirements;
- Feedback should be constructive e.g. suggesting ways in which the candidate may obtain the skills and experience that would better fit them for the job;
- Feedback must be consistent with the majority decision of the selection panel, even if the individual providing the feedback does not agree with the decision;
- Feedback must not be given to anyone except the candidate;
- Feedback should be given verbally;
- Face to face feedback is preferable for internal candidates and must be given in a private place;
- Discussions about other candidates should not be entered into;
- It is helpful to invite feedback about the candidate's experience of the selection process to inform recruitment and selection policies and procedures;
- Always make a note of the feedback provided as this is still part of the formal process.