Collect feedback without rewriting history
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Schedule useful check-ins with the manager and new starter, keeping the purpose clear. Compare actual experience with the role outcomes and promises recorded before hire. Separate changes in the role from errors in the original assessment. Use specific examples rather than global satisfaction ratings alone. Small cohorts can generate useful questions but rarely support precise rankings of recruiters or sources. Protect confidentiality and avoid sharing individual performance information beyond its legitimate audience. Preserve the original selection evidence so learning is not distorted by hindsight.
Worked example
After sixty days, a manager says the hire lacks leadership, but the role was briefed as an individual contributor. The review records the changed expectation instead of retroactively declaring the candidate unsuitable for the original brief.
Put it into practice
Write a thirty, sixty and ninety-day feedback guide with two questions at each stage.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Ask about supported start, progress toward agreed outcomes and expectation gaps. Identify who sees responses and how concerns are handled. Keep later role changes distinct from the initial selection criteria.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.