Have you ever found yourself hesitant, nervous, or simply negligent about giving feedback after a job interview? Well, you're not alone. Many recruiters and hiring managers struggle with feedback loops or simply have never incorporated it in their hiring process, completely negating the immense value feedback brings to both the candidate and the organization.
Candidate experience can make or break your hiring game. When leading studies show that 94% of candidates look to hear back from recruiters after interviews, interview experience is becoming a key differentiator in the brand imaging competition. So, in 2024, providing thoughtful, constructive feedback isn't just a courtesy—it is more of a strategic move that can shape your employer’s brand image and relationships for the better.
How Constructive Candidate Feedback Helps Both the Candidate and the Recruiter
Now, you might wonder, what does providing candidate feedback do for me as a recruiter? And why should I even spend time on candidates who didn’t make it through the screening? Well, the approach of providing valuable candidate feedback is kind of a golden opportunity for you. Yes, you heard that right.
The feedback loop not only helps candidates improve their skills and better prepare for future opportunities but also strengthens the relationship between the candidate and the recruiter. Whether the candidate gets the job or not, your feedback leaves a lasting impression that encourages them to reapply in the future or refer other top talents to your organization.
Empowering candidates to improve
Constructive feedback gives candidates a clear understanding of their strengths and areas for improvement. Think of it this way: as a recruiter who has assessed that candidate, you’re contributing to their professional growth by offering detailed feedback, even if they weren’t the right fit for this specific role.
For example, if a candidate lacks certain technical skills but shows strong problem-solving skills, pointing out these strengths while advising them on the areas to work on can be invaluable. It gives them direction and confidence, making them more likely to succeed in future job applications, possibly even with your company.
Building stronger relationships
Providing feedback also fosters a positive relationship between you and the candidate. Even when delivering feedback to someone who didn't make the cut, the way you communicate can significantly impact their perception of your organization.
According to reports two out of the top three reasons why candidates drop off from the recruitment process mid-rounds is because they feel:
- Their time was disrespected, and
- The recruiting process took too long with respect to their expectations.Now, these issues can be significantly mitigated with open communication and an ongoing feedback loop after each round. By being empathetic and constructive, you show respect for the effort and time that candidates spend during the recruitment process. This not only leaves the door open for future opportunities but also encourages the candidate to speak positively about your company, enhancing your employer brand.
Improving the recruitment processes
Feedback isn’t just beneficial for candidates—it is also a critical learning tool for recruiters. When you take the time to reflect on why a candidate was or wasn’t a good fit, you gain insights into your hiring process. As you look to incorporate feedback from candidates and invest in bettering the candidate experience as a whole, your brand can improve the quality of hire by 70%, says Forbes.
Perhaps you’ll realize that your job descriptions need to be clearer, or that you need to adjust your interview techniques to better assess certain skills. Over time, these adjustments can lead to more efficient and effective hiring.
Candidate Feedback Best Practices
When it comes to giving candidate feedback, the approach you take matters just as much as the content of your criticism. Here are a few practices to ensure your feedback is both constructive and well-received by the candidates.
Be timely
46% of candidates report shifting their loyalty and purchases to competitor brands after a bad hiring experience. So if chances are that your candidate fits your consumer base, you’re “cooked”, as the Internet likes to call it today.
So, deliver the feedback as soon as possible after the interview process is over and the hiring committee has made their decision on the candidate’s interview performance. A delay in feedback literally translates to leading the applicant on and causes them frustration and anxiety.
Looking for a perfect-fit job is a challenging task in this day and age and a prompt response from your end shows that you respect the candidate’s time and are considerate of their application efforts.
Be specific and actionable
Just providing timely feedback won’t cut it if your feedback is lousy. An abstract or vague feedback comes across as confusing and unhelpful and does more harm than good. So, for starters, instead of just saying, "You weren't the right fit," explain what specific skills the candidate lacked.
For instance something along the lines of, "We were looking for someone with more experience in managing large-scale projects," provides clarity. Now this is just an example of specificity that helps candidates understand exactly where they fell short and what they need to work on.
Balance positives with negative interview feedback
No one likes to hear only criticism. Start with what the candidate did well before moving on to areas for improvement. This balanced approach not only softens the blow but also ensures that candidates leave the conversation feeling valued and respected.
Focus on providing feedback that the candidate can use to improve. Avoid harsh language or personal criticisms. The goal is to help the candidate grow, not to demoralize them. For example, instead of saying, "Your answers were too long-winded," try, "I recommend practicing more concise answers to help keep the interview focused."
If you are too harsh with the feedback, this can cause a ripple effect for your company as 27% of candidates with a bitter candidate experience actively dissuade their network from applying to the employer brand.
Offer resources or next steps
In a situation where 65% of candidates confirm a bad experience after receiving no update or guidance from their recruiters, a feedback loop is the key. If possible, suggest resources or steps the candidate can take to improve.
Now, this might include recommending training courses that are relevant within the industry, suggesting networking events hosted by your company or reputable employer brands you can collaborate with, or offering to keep their resume on file for future opportunities. This gesture shows that you are invested in their career development, even if they aren’t the right fit for the current role.
Respect confidentiality
Always ensure that your feedback respects the privacy and confidentiality of the candidate. Avoid sharing sensitive information or making comparisons with other candidates.
Personalize the feedback
Spoiler alert: Shortcuts have long repercussions. So, do not send out an email thread tagging multiple participants as this leaves candidates with more frustration towards your employer brand than a no-show.
Generic feedback can feel impersonal and dismissive. Tailor your feedback to the individual, acknowledging their unique experiences and the specific interview they participated in. This personalized approach not only helps the candidate but also reflects well on your company.
Examples of Candidate Feedback
Providing feedback can be challenging, especially when trying to balance honesty with empathy. Here are some examples of how to deliver constructive feedback in different scenarios:
| Case | Positive Interview Feedback | Constructive Interview Feedback |
| Case 1: The candidate lacks the necessary experience for the role | “We were really impressed with your enthusiasm, excellent communication skills, and the potential you showed during the interview.” | “However, we’re looking for someone with more experience in X (definitive industry or skillset). I would recommend gaining more hands-on experience in this area, perhaps through freelancing or taking up a part-time role with our company, or any other organization, before applying for similar roles in the industry.” |
| Case 2: The candidate's skillset didn’t match the role | “Your problem-solving skills and creativity (two skillsets that the candidate is at home in) really stood out to us.” | “For this particular role, we needed someone with stronger project management skills (or whatever skillset the candidate is lacking). I would suggest focusing on developing these skills through further training or projects.” |
| Case 3: When the candidate was a strong contender but not selected | “You were one of the top candidates with a positive attitude that caught our eye, and your background in X (skillset or industry) was very impressive.” | “Ultimately, we chose a candidate with slightly more experience in Y (something that set the chosen candidate apart). However, we would love to keep your resume on file for future opportunities.” |
| Case 4: The candidate was overqualified | “Your extensive experience and skills are very impressive.” | “However, we feel that the role might not be challenging enough for someone with your background and strengths. However, we encourage you to apply for more senior positions within our company as we think you could contribute extensively with a seniority in your positional hierarchy within the industry.” |
End Note
Ultimately, providing candidate feedback is not just a nicety—it is a strategic tool that benefits both the candidate and the recruiter. By offering constructive, actionable feedback, you empower candidates to improve and grow, build stronger relationships, and enhance your company’s employer brand.
Moreover, by adopting best practices and delivering feedback thoughtfully, you position your organisation as a leader in recruitment, one that values transparency, respect, and continuous improvement.
The recruitment process doesn’t end with a hire; it extends to every interaction you have with candidates. Whether or not they join your team, the feedback you provide can leave a lasting impression that reflects the values and professionalism of your company. In the long run, this approach not only helps you attract and retain top talent but also strengthens your brand in the competitive job market.
