Game of trolls: How to deal with negative feedback from job candidates?

Find the silver lining in negative feedback and turn candidate criticisms into your greatest growth opportunities. Let’s dive in to discover how to turn rejection into resilience, making every ‘troll’ an ally in your path to recruitment success.

In the world of recruitment, navigating the seas of negative feedback from candidates can often feel like searching for an exit door in the house of the dragon — a complex chess match where the slightest wrong move could spell disaster.

Even the most brilliant recruiters occasionally face the sting of harsh words, unwarranted criticisms, or flat-out rejections from potential hires.

While taking this feedback personally or letting it affect your professional confidence is easy, it’s crucial to remember that this comes with the territory.

In fact, such experiences can become stepping stones toward becoming a more resilient and effective recruiter.

Acknowledging the elephant in the room

First, let’s establish this fundamental truth: Negative feedback hurts.

No matter how long you’ve been in the industry, a biting remark or an outright rejection can feel like a personal attack.

And it’s okay to feel that way. After all, you invest significant time and effort into your recruitment process and budget, developing relationships with candidates and negotiating offers.

When a candidate pushes back, it can feel like a personal failure. But don’t let that feedback put you down and prevent yourself from pushing forward!

Recognizing the value of negative feedback

The good part is you can reframe this seemingly dark cloud into a silver lining. Negative feedback can offer insights that a positive comment might overlook.

Ask yourself these basic questions, was the candidate unhappy about the offer? Were they dissatisfied with the interview process, or did they feel misunderstood or undervalued?

Each piece of feedback can be a goldmine of information, helping us refine our approach and improve the overall candidate experience.

Maintaining professionalism and building resilience

Professional resilience doesn’t come overnight. It’s built over time through experiences — both good and bad. When a candidate shares negative feedback, instead of viewing it as a personal failure, consider it as a step for personal growth and professional development.

Maintain a calm, professional demeanor and acknowledge the candidate’s concerns.

A simple statement like “I hear your opinion and will take it into consideration for our future interactions” can go a long way in demonstrating your professionalism and commitment to improvement.

Moving forward with grace

Once the initial sting of the feedback has subsided, it’s time to move forward with grace and determination.

Review the feedback objectively, look for the truths, and how to incorporate these lessons into your hiring strategy.

Remember, even negative feedback is a form of candidate engagement, indicating that the candidate was invested enough in the process to voice their concerns. Use these lessons not as ammunition for self-criticism but as a roadmap for improvement and innovation in your recruitment approach.

While the game of recruitment can sometimes feel like navigating a battlefield of trolls, remember that every interaction presents an opportunity for growth.

You can turn even the harshest criticism into a pathway to success by acknowledging and learning from negative feedback, maintaining professionalism, and moving forward with resilience and grace.