Recruiting
How to Give Internal Candidates Feedback Post Interview
Internal candidates deserve more feedback post-interview, especially if they didn't get the job. How do you as a recruiter or hiring manager, ensure internals get the feedback they need to further develop, while also feeling good about the whole experience even if they didn't get the job? There are big risks to treating your company's employees poorly post-interview, so in this mission, John Vlastelica, founder of Recruiting Toolbox, will share best practices for delivering post-interview feedback that helps the candidate develop and also helps you and your company retain strong internal talent that's seeking a new role.
Skills
Use Case
Presenters Presented By
John Vlastelica
SocialTalent Expert
John Vlastelica draws from over 20 years of recruiting experience, including almost 10 years as a corporate recruiting leader. He was the Head of Recruiting for Expedia, Head of Tech Recruiting for Amazon.com, and a hands-on recruiter and engineering recruiting leader for two start-up divisions of McCaw/AT&T Wireless. In 2005, he started Recruiting Toolbox to help other companies improve their in-house recruiting capabilities.
Learning Outcomes
![]()
By the end of the Mission you will be able to:
Deliver transparent, developmentally focused feedback to internal candidates.
Gather quality feedback.
Decline unsuccessful internal candidates with respect and handle their questions.
Courses in this Mission
![]()
Ready to Start?
![]()
I want this Learning Path for my team
Tell us what you want to achieve with SocialTalent and we’ll show how our world-class learning platform can help your enterprise.
Related Learning Paths
How to Build a Successful Employee Advocacy Program
Talent Advisory