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When I encounter a slate of candidates where I can't find a single strong point to highlight, I focus on being constructive and specific rather than just negative. Instead of saying, "None of these candidates are right," I try to outline the gaps I noticed relative to the requirements for the role. This way, I'm giving actionable feedback to the recruiter without making it personal or overly blunt. If there is truly nothing positive to say, I avoid forced compliments and instead focus on what needs to change in the candidate pool.
I think that most of the time, if I take a beat (an hour or two) I can normally find something positive to say. I have had to learn how to not respond immediately if I am frustrated because i will say something I regret. So I take a beat and then I can normally get to a softer tone so I can deliver some positive feedback along wiht my concerns.
You don’t necessarily have to say something positive - only something constructive!
Means, if there are truly no fitting candidates, you emphasize what the most important criteria are for the position and why/how the current slate misses the mark.
The most important part will be the tone of your feedback - be polite, concise, and cooperative.
maybe the problem is you and no one will ever be perfect enough for you
this made me think of you
https://www.linkedin.com/posts/genna-zerzan-221b254_the-bar-these-days-for-applicants-activity-7345569118529470468-FLQr?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAKnjYQBBaN7wSrH1zu_f6FezaGOAEvQJEk
would like to get your thoughts on what it means on submitting immediate feedback/ notes to recruiter mean?