The Feedback Question: Should You Tell Job Applicants Why They Didn't Get the Job?

The hiring process can feel like a black box for job applicants. They pour their time and energy into applications and interviews, often to be met with silence or a generic "thank you for your interest." This leaves many wondering: What could I have done better? As recruiters and hiring managers, we hold the key to that question. But should we unlock it?

I recently had a client decline to interview a candidate as they had heard negative things about them  from their network.  Faced with the choice of whether to share this with the candidate I chose to feedback that the client had declined to interview them and not state a reason. How do you tell someone that in some circles their reputation is not good? How do you even validate whether this is true?

Some studies have indicated that 94% of job seekers desire interview feedback.  On the other side, it has been estimated that a mere 17% of external and referred candidates for jobs do not receive any feedback.  Ghosting - ie receiving no communication at all from the employer after applying for a role,  is estimated to have been experienced by 75% of candidates!  This all amounts to a very unsatisfactory experience for most candidates - in fact some studies show only 25% are satisfied. To understand divide further let’s take a closer look.

The Case FOR Feedback

• It's the Human Thing to Do:  Providing thoughtful feedback shows respect for the applicant's time and effort. 

• A Chance for Growth: Constructive feedback can be invaluable for a candidate's future job search. Knowing specific areas for improvement empowers them to develop and succeed in their next application.

• Strengthening Your Employer Brand: Providing feedback, even if brief, can leave a positive impression, turning a disappointed applicant into a potential future candidate .

• Building a Talent Pipeline: Candidates who receive helpful feedback are more likely to reapply for future roles that are a better fit.  In fact some studies have shown that candidates are 4 times more likely to consider a company for future applications when they have provided feedback.

• Improving Your Own Hiring Process: Sometimes, the feedback you're tempted to give highlights shortcomings in your own process. Did the job description accurately reflect the role? Were the interview questions clear? 

The Case AGAINST Feedback

• Time Constraints: Providing personalized, high-quality feedback for every unsuccessful applicant can be incredibly time-consuming

• Legal Risks: Vague or poorly worded feedback can open the door to legal challenges, particularly claims of discrimination. It's crucial to be objective, factual, and focus on job-related criteria.

• Subjectivity and Bias: Even with the best intentions, feedback can be influenced by unconscious biases. 

• Emotional Reactions: Not all candidates will receive feedback gracefully. Some may become defensive, argumentative, or even hostile

• Difficulty in Articulating Reasons: Sometimes, the reasons for not selecting a candidate are nuanced and difficult to articulate clearly and concisely without causing offence or misunderstanding.

Finding the Middle Ground: Practical Approaches to Feedback

While a full, personalized debrief for every applicant might be unrealistic, there are ways to provide valuable feedback responsibly:

• Prioritize Feedback: Focus on candidates who made it to the interview process. They've invested more time, and the feedback is likely to be more impactful.

• Offer General Feedback: Instead of specific critiques, consider providing general areas where the successful candidate excelled and where they can improve.

• Train Hiring Managers: Equip your team with guidelines and best practices for providing constructive and legally sound feedback.

• Consider Automated Feedback: For very early-stage rejections, explore automated responses that offer general reasons (e.g., "We received a high volume of applications with closer alignment to the role's requirements").

• Offer a Feedback Window: Consider offering a limited window for candidates to request feedback after the position has been filled. This manages expectations and your team's workload.

The Bottom Line:

While the risks associated with providing feedback are real, the potential benefits for both candidates and your employer brand are significant. Offering objective feedback, especially to later-stage candidates, provides a more transparent and respectful hiring experience. This guidance helps applicants improve, fosters goodwill, and can cultivate future talent. 

Personally I like to provide all candidates with feedback.  A little feedback can go a long way!