We’ve talked
about job search groups and job search partners in the past; but one of the
most important aspects of making any collaborative job search effort effective is
being able to give and receive constructive feedback. Let’s take a look at some
tips that might be helpful:
- First,
understand what constructive feedback really means. True constructive feedback is information-specific,
issue-focused, and based on observations. In other words, saying someone’s
resume is unprofessional is a lot different than saying “your resume is too
short and has several spelling errors.”
If you want your collaborative job search effort to be effective and
even enjoyable, stay away from general criticisms and stick with specific
feedback.
- Constructive
feedback is not always negative, it can be positive. But even positive feedback should be specific, issue focused
and based on real observations.
For example, “Saying your cover letter format is correct and addressed
all of the employer’s questions” is a lot better than simply saying “Great
cover letter!” Well, you can say “great cover letter” just don’t forget to tell
your job search partner why it’s so great, because of course we all love
compliments.
- When
giving constructive feedback, remember to be direct, sincere and honest. Don’t say you like the way your job
search partner did something, when in fact you think what they did was
incorrect and could harm their search.
If you do that, you aren’t being fair. Both you and your job search
partner deserve honest feedback that can help improve the job search process.
- Avoid,
telling your job search partner something in a manner or in a situation that
could embarrass them. In other
words, no yelling, snide tones or nasty looks and don’t try to humiliate them
in the presence of others, especially potential employers.
- If
you are the one receiving feedback, be open, listen and thank your job search
partner for their feedback whether it was negative or positive and even if you
did not agree with what they said.