3 Essential Guidelines when Giving Feedback to Sales Candidates

Crawford Thomas Recruiting Blog

Contrary to popular belief, the process of sales recruitment does not end at the stage where you give the candidate notice on whether or not they have been hired. On the contrary, expert Dallas recruiters understand the importance of providing constructive feedback to those candidates who have not succeeded in getting the position. The main purpose of this final stage in the recruitment process is to enable the candidate to grow in the sales profession, refine themselves and ultimately land the job that is a perfect fit for them.


Providing helpful feedback is also in the best interest of the recruiter because the relationship between recruiter and candidate is a progressive one. If the candidate remains stagnant, it reflects poorly on the recruiter because it appears as though they have been unsuccessful in placing.

How to Give Constructive Feedback

1. Make it Clear

As a sales recruiter, the feedback that you give to candidates should be easy to understand. Be direct and avoid evasive responses. Being evasive may feel like you have wisely diffused a situation that could have potentially been explosive; but feedback of this kind has no effect on the candidate in whose progress you should be invested.

2. Personalize it

Personalize your feedback to suit individual candidates. In order to do this effectively, first-rate sales recruiters keep comprehensive notes on each candidate throughout the recruitment process. That way, they are able to describe the highs and lows that the candidate had, with the aim of equipping the candidate for change and growth. More than likely, the candidate has received generic feedback from other sales recruiters in the past; which is why they are still stuck.

3. Make it Actionable

Always provide feedback that the sales candidate will be able to act on. By taking conscious steps towards their success, the candidate is able to consistently evolve and improve. This puts them in a better position to be a strong and viable contender for future sales positions. Some steps that the candidate can take as a result of actionable feedback include:

  • Presenting themselves better during the recruitment process. This refers either to personal presentation or the manner in which they present their papers, showcase their skills, etc.
  • Getting additional training to specialize in sales
  • Being authentic in order to integrate more easily into the culture of a new company
  • Keeping up with different trends within the sales industry

Constructive feedback is essential in ensuring that the recruitment process is transparent and well-structured. By integrating this step, the candidate has a better idea of what to expect at the end of the process. Even when he/she does not get hired, they know that the constructive feedback they receive will enable them to develop their careers. Providing helpful feedback also demonstrates to the sales candidate that you are beneficial to them; thus causing them to be more motivated to pursue their career path and to work with you in the long-term.

As a sales candidate, it also helps to request feedback if you are unsuccessful during recruitment. Some Dallas recruiters may be more inclined to give honest and constructive feedback to candidates who seek it out because they recognize that you are invested in your own success.

Crawford Thomas Recruiting3 Essential Guidelines when Giving Feedback to Sales Candidates