Why Feedback is Important & How to Provide It

Published By: Sam Rezaeian – Project Manager

Communication is a major pillar for success. It doesn’t matter whether you are an employee, a hiring manager, a company president, an HR representative, or a recruiter. In an effort to grow and do our best (both professionally and personally), we all communicate feedback within our own networks on a daily basis. Additionally, we understand the importance of actively keeping our ears open to listen and receive feedback that is directed towards us. When we are able to strike a healthy balance between receiving and providing feedback, the opportunities for true success are endless!

Feedback is defined as any new information, thoughts, or feelings that are shared; and it is paramount in the Pharmaceutical and Biotech industries. Feedback is especially important when working with recruiters, who relay vital information to both pharmaceutical clients and the candidates interviewing, for open positions. When clients and candidates openly communicate their level of interest, timeline expectations, and likes/dislikes, there is a much better chance of achieving a successful placement.

So, how does one provide feedback? And, how is it beneficial? Being transparent and timely with feedback is a path to success. Please see the below bullet points for key details on giving feedback and how it can be beneficial, for both clients and candidates:

• Share your level of interest. Ask yourself, on a scale of 1-10, how close of a fit is this? This is a simple question, but it can save the candidate and client a lot of time if you can just take a few minutes to think about your interest level.
• Share what you like and dislike. What are some things that peaked your interest? What are some concerns you have? Your level of interest is directly tied to a number of factors. It is beneficial to share these factors with your recruiter, who can help relay this substantial information to the other party, and may be able to provide more details regarding any points of interest or concerns.
• Share how clear of a match it seems. Does one’s experience and background fit the role and responsibilities of the opening? Going forward, we can help you find the right match since we have many positions that we work on regularly. Giving us a better understanding of what you truly want will help us find the right fit for you.
• Share what your timeline looks like. Are you able to take action right now? Is there something that could get in the way of a potential start date? Transparency is key here: no one wants to be left in the dark, and sharing any schedule conflicts will be appreciated by all parties.

When we receive feedback, there is a significantly greater chance of making a placement. The key points on feedback listed above are just starting points; each situation is unique and may require deeper insight. Important things to remember when providing feedback are timeliness and attention to detail. When we have clients and candidates communicating constructive feedback we can more aptly hone in on the search and get one step closer to achieving a successful match.