The Smartest Recruiters Ask for Feedback from These 3 People
Dr. Marcia F. Robinson is a senior certified HR professional, diversity strategist, and curator of TheHBCUCareerCenter.com job board. She advises organizations on building inclusive talent pipelines and improving diversity recruiting outcomes.
Feedback isn’t just for candidates and job seekers. If you’re a recruiter committed to excellence, seeking out input on your own performance is one of the most strategic moves you can make.
In these times, you want to get feedback on your performance before someone throws it out there into the ether on a sentiment analysis website.
The key? Ask open-ended questions—and ask the right people at the right time.
Here are three relationships you have in every recruitment process where you can gain powerful insights into your actions:
Ask the Hiring Manager You’re Partnering With to Fill the Role
Before you kick off a search—or even after your first intake call—ask the hiring manager questions like: What would a great recruiting partnership look like to you? How would you like me to communicate with you during this process?
As the process moves forward, check in with: Which expectations am I meeting—or not meeting—well? Where would you like to see improvement?
These open-ended questions show that you care about building a collaborative relationship. They not only set a cooperative tone but can also surface any communication gaps—gaps you want to close early.
After the hire, ask for a brief debrief: What did I do well? Where can I improve next time?
Hiring managers are your clients, and continuous feedback sharpens your alignment with their goals and boosts your credibility.
Ask the Candidate Who Rejects Your Offer
It stings when a candidate you’ve courted turns down your offer—but it’s also a chance to gain insight. Reach out with humility and curiosity. Ask something simple like: I respect your decision and would love your feedback—what could we have done differently to make this opportunity more compelling?
You may uncover valuable insights about your communication, process, roadblocks, or how your offer compared to others in the market.
That feedback helps you tighten your close strategy for the next finalist—and may even re-open the door with this candidate down the line. You never know.
Ask the Employee You Hired—90 Days Later
The 90-day mark is a goldmine for feedback!
By then, the new hire has had time to assess whether the role matches how it was presented and whether the onboarding process supported their success. Ask: How could I have better explained the job and culture? How could I have been more transparent or helpful?
Their feedback can expose misalignments you didn’t realize existed—and help you refine your messaging for future roles.
The best recruiters don’t just close out requisitions—they build trust with every contact.
Asking for feedback signals that you care about quality, candidate experience, and long-term impact. That’s what makes you a true asset with a winning talent strategy.