The Power of Feedback: Why Candidates Deserve It (Even If They’re Rejected)

In the recruitment world, giving feedback to candidates who aren’t successful is often seen as a tedious or unnecessary task. After all, you’ve filled the role, so why invest extra time explaining what went wrong?

But here’s the reality: providing feedback isn’t just a nice-to-have — it’s a crucial part of a respectful, transparent, and effective hiring process. Candidates deserve feedback, even if they’re rejected. And offering it can benefit your organisation in more ways than you might expect.

Why Feedback Matters to Candidates

Job hunting is tough. Rejection can be disheartening and, without clear reasons, it often leaves candidates confused or frustrated. Honest, constructive feedback helps candidates understand what skills, experiences, or behaviours they need to develop, turning a negative into a valuable learning opportunity.

Moreover, candidates who receive thoughtful feedback are more likely to view your company positively and may even reapply in the future or recommend your organisation to others.

Benefits of Providing Feedback for Employers

1. Builds Your Employer Brand

Recruitment is a two-way street. Treat candidates well, even the unsuccessful ones, and you build a reputation as a fair and caring employer — an invaluable asset in today’s competitive talent market.

2. Improves Candidate Experience

A positive candidate experience encourages engagement and loyalty. Feedback makes candidates feel heard and respected, fostering goodwill.

3. Creates a Feedback Culture Internally

If you model clear, constructive communication externally, it reinforces the same values within your team, improving overall performance and openness.

How to Give Effective Feedback Without Overwhelming Your Team

You don’t need to write essays. A few clear, respectful points highlighting strengths and areas for improvement are enough. Tailor feedback to the stage of the process — brief notes after an initial phone screen, more detailed comments post-interview.

Be honest but kind. Avoid vague comments like “not a good fit” and aim to provide actionable insights. For example: “We’re looking for more experience with project management software,” or “We felt your examples could be more specific to team leadership.”

Overcoming Common Barriers to Giving Feedback

It’s true — providing feedback takes time, and sometimes managers fear negative reactions. However, most candidates appreciate honesty and professionalism. Setting expectations upfront about feedback during the recruitment process can ease tensions and make feedback a normal part of your hiring culture.

Final Thought

Feedback is more than just a courtesy; it’s a powerful tool for growth and trust-building. By embracing it, you’re not only supporting candidates on their journey but also strengthening your own recruitment process and brand reputation.

So next time you have to say “no,” remember that the way you say it can make all the difference.