The Importance of Providing Candidate Feedback for Temporary Workers in the Not-for-Profit Sector

At Merrifield Consultants, we’ve noticed a concerning trend—fewer not-for-profit (NFP) organisations are providing constructive feedback to temporary workers post-interview. While we understand the fast-paced nature of temp hiring in the charity sector, taking the time to offer meaningful feedback is not just a courtesy; it plays a crucial role in a candidate’s professional development and overall experience in the job market.

 

Interviews: An Opportunity to Shine, Not a Test

Many candidates approach interviews with a ‘pass or fail’ mentality, seeing them as a rigid assessment rather than an opportunity to impress and learn. But in the NFP sector, where values, mission alignment, and cultural fit are just as important as technical skills, interviews should be a two-way conversation. Candidates should feel encouraged to highlight their passion for the cause, their relevant skills, and how they align with the organisation’s mission, rather than feeling like they are being tested under pressure.

When NFP employers provide post-interview feedback, they reinforce the idea that interviews are a learning experience rather than just a hurdle to clear. This mindset shift can make a significant difference in how candidates approach future interviews, increasing their confidence and helping them refine their presentation skills. Given that many temporary workers in the NFP sector are early in their careers or transitioning from other industries, this feedback is particularly valuable in helping them navigate a sector that is often mission-driven and deeply people-focused.

 

Why Feedback Matters Beyond the Interview

1. Improves Future Interview Performance – Many temporary candidates in the NFP space are passionate about working in the sector but may lack direct experience. Detailed feedback allows them to understand what they did well and what they need to improve, ensuring they are better prepared for future roles.
2. Boosts Confidence and Motivation – Working in the charity sector can be deeply fulfilling, but it can also be competitive. Constructive feedback, even when a candidate is unsuccessful, helps them see their potential and encourages them to keep applying with confidence.
3. Enhances Self-Awareness – Many temp workers use short-term roles as a stepping stone to permanent charity sector careers. Honest feedback helps them develop a clearer understanding of their strengths and weaknesses, which can be invaluable for long-term career progression.
4. Reduces Anxiety and Frustration – Candidates who are deeply invested in the mission of an NFP organisation may feel particularly disheartened if they are rejected without explanation. Clear, supportive feedback alleviates this uncertainty and gives them tangible insights to work on.
5. Encourages a Growth Mindset – When candidates receive feedback, they are more likely to view setbacks as opportunities for improvement rather than failures. This resilience is key to long-term success, especially in a sector where adaptability and a people-focused approach are critical.

 

The Employer’s Role in Candidate Development

Providing feedback isn’t just beneficial for candidates—it’s an investment in the future workforce of the not-for-profit sector. Many temp workers in charities go on to take permanent roles in the sector, meaning that by offering constructive feedback, employers are actively shaping the next generation of nonprofit professionals.

Moreover, NFP organisations that provide thoughtful feedback build a positive reputation. Candidates talk, and a charity known for treating applicants with respect and consideration will attract stronger talent in the long run. In a sector where values and reputation matter deeply, taking the time to offer insights can strengthen an organisation’s standing in the market.

 

How to Deliver Effective Feedback

• Be Timely – Feedback is most effective when given soon after the interview while the details are fresh in both the interviewer’s and the candidate’s minds.
• Be Specific – Generic comments like “you did great” or “you weren’t the right fit” don’t help. Instead, highlight particular strengths and areas for improvement, such as alignment with the charity’s mission, communication skills, or sector-specific knowledge.
• Be Encouraging – Constructive feedback should be framed positively, helping candidates see how they can improve without feeling discouraged.
• Be Open to Dialogue – If possible, allow candidates to ask follow-up questions. This can help clarify any uncertainties and make feedback more meaningful.

 

A Call to Action for NFP Employers

Interviews should be seen as more than just a step in the hiring process—they are a chance to empower and develop candidates, even if they aren’t the right fit this time around. By shifting the perspective from ‘testing’ to ‘opportunity,’ we can create a more positive and effective interview experience for everyone involved.

Let’s take the time to give candidates the feedback they deserve, ensuring that those who are passionate about the charity sector have the support they need to thrive. By doing so, we not only help individual candidates but also strengthen the entire sector, ensuring a more skilled and engaged workforce for the future.