Sifting through a ton of resumes and conducting numerous interviews can be daunting tasks when you’re trying to find the right person to fill a job vacancy. It may also be easier to turn down interview candidates, who are no longer qualified, with an automated rejection letter or simply ghost their follow-up efforts altogether when they try to circle back.
While this timesaving solution can help employers avoid a drawn-out decision-making process to settle on their top pick, failure to reengage with a high-performing applicant, who didn’t make the cut, may actually be a disservice to the candidate, your company, and the future pool of job hunters in the market overall. Below, 15 members of Forbes Human Resources Council explain why and how hiring managers can (and should) take a few minutes to provide meaningful constructive feedback to rejected job candidates and make the experience a win-win for everyone involved.
Forbes Human Resources Council share their insights.
Photos courtesy of individual members.
1. Be Thoughtful
Companies need to thoughtfully reject candidates for legitimate reasons. Having a policy whereby feedback is given to the top two or three candidates may assist in this effort. Having said that, a policy whereby feedback is given to rejected candidates allows for greater transparency and compliance with candidate selection. – Nakisha Griffin, Ripple Effect
2. Rejection Is Not Always About The Candidate
If the candidate asks for feedback and you have concrete observations, by all means, do give feedback. However, there are times you’ve got great candidates but only one vacancy to fill and you just had to select one. In cases like that, the feedback may not always be about what the candidate needs to improve. You can reinforce what their strengths are and what they should continue to do in order to nail the next job. – Mofoluwaso Ilevbare, Trailblazer Femme
3. Remember It’s A Two-Way Hiring Process
It is very rare that interviewers give any relevant feedback for the fear of having to defend themselves. This approach shows that the interviewer has not clearly thought through what the real reason for rejection has been. Hiring is a two-way process. If the candidate rejects a role, they do provide feedback most of the time and it is the obligation of the interviewers to do so as well. – Srikant Chellappa, Engagedly | Mentoring Complete
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4. Leave A Lasting Impression For Potential Customers
If a candidate took time out of their workday and personal life to engage with your company for a pre-screening or more formal interview, I would recommend providing feedback when requested to ensure the candidate’s experience is gold standard. All of your candidates could be ambassadors to your company, including dedicated customers, so you want to make sure they have great things to say. – Caroline Faulds, Canada Pooch
5. Help The Candidate Find Closure
Applying for a job is often a trying, frustrating experience for candidates who may be out of work and dealing with other hardships. We ask a lot of them in modern application processes, and the least we can do is provide them with some element of closure. You may not want to provide specific detail on why they were rejected, but you can still help them understand the decision. – Eric Sydell, Modern Hire
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
6. Give Candidates A Choice To Engage In Conversation
I usually ask them if they would like to hear the feedback. They can decide if they would like to know. It’s important to be open with candidates that were not selected for a position. If we don’t share opportunities for them to grow, how will they land that next position? It gives them a path to set themselves up for the future. It can be uncomfortable but it should come from kindness. – Katie Ervin, Park University
7. Empower Candidates To Prepare For The Next Opportunity
Feedback for growth is not an emotional act, which it sometimes gets confused as. Rather, it’s informational for the development of the candidate and is essential in their career journey. Without constructive feedback, candidates will not be able to develop and grow. Our goal as HR professionals is to help with that process. Feedback is empowering for both parties involved. Give it. Take it. Apply it. – Amy Odeneal, Business Enablement
8. Consider The Source And Be Personable
Providing feedback is personal and fosters a strong rapport particularly when candidates are sourced. Feedback is subjective. Consider a candidate’s receptiveness to feedback, who’s providing the feedback and how experienced are they with doing so. It’s important to circle back with candidates versus ghosting or sending templated emails to foster an impactful candidate experience. – Natalie Heim, NPH Resources LLC
9. Outline A Candidate’s Strengths And Share Actionable Advice
A positive closure is important to give conclusive experience to rejected candidates. They could be your future clients, customers, employees or advocates. We may hate generic mails, but an encouraging closure mail does that. If asked for specifics, be thoughtful in your response to outline the strengths of the candidate and share meaningful actionable advice for future interviews. – Kumar Abhishek, S&P Global
10. Build Your Future Pipeline And Referrals
Feedback to rejected candidates is critical whether they ask for feedback or not because it’s the right thing to do. A candidate is a person who invested their time and energy into your organization. Providing feedback if they were not selected will help them grow. Additionally, this high-touch approach can help build a relationship for your future pipeline and referrals. – Meigan Ward, BTI360
11. Don’t Burn Bridges
I believe feedback should always be given to rejected candidates, to ensure they continue to develop and grow, and because it’s the right thing to do. If the candidate is not right for your organization, why not take a few minutes to provide feedback that can help them be successful? You never know when that rejected candidate could become a rockstar and come back to you! – Matthew Brown, Schoox
12. Don’t Confuse Negative Feedback With Constructive Feedback
I find it my duty to give honest feedback to candidates when they ask. How else would they know to improve in certain aspects to better themselves for future interviews? Many people confuse giving negative feedback with offering constructive feedback and as long as it is done with positive intention, then it should be received well. – Christina Hobbs, American Queen Steamboat Company
13. Be Clear To Avoid A Potential Debate
If it’s constructive, helpful and shared in a thoughtful way, you should share feedback. That said, it’s important to first be clear that the position has been filled with another candidate, so you don’t open the door to a debate. While rejection is never easy, I’ve found that candidates appreciate the feedback and guidance. – Jenna Hinrichsen, Advanced RPO
14. Help Them Find A Better Fit Beyond The Job Interview
For the macro-view, if you can help someone become a little better version of himself or herself, then giving this feedback is the right thing to do. Constructive feedback can help that person find a job somewhere else which is good for all involved. The social equity and goodwill created can have a positive effect for potential employers and employees. – Jessica Delorenzo, Kimball Electronics Inc
15. Demonstrate Transparency, Empathy And A Culture Of Feedback
Providing feedback to rejected candidates demonstrates transparency, empathy and a spirit of growth. It’s not an easy conversation, but companies who are willing to face this head-on and not be afraid of the dialogue are truly demonstrating a culture of feedback. Determining a consistent approach of who has the call and parameters regarding what is and is not shared is critical for success. – Megan Leasher, Talent Plus
