Why Valuable Feedback About Job Applications Benefits Employers

The hiring process seems simple. A company posts an opening, hopeful jobseekers submit their resumes, and the shortlisting begins. Hirers have to wade through the applications, screening, interviewing, and deliberating until they're down to the last one.

The process can be painstaking, but perhaps sending out notices of rejection is a more challenging undertaking. While giving feedback to unsuccessful jobseekers is still not standard practice for many companies, explaining why they didn’t land the job is the courteous reaction. Research by SEEK on candidates waiting to hear back from hirers backs this up. It reveals that most candidates believe they should receive updates or notifications about their job applications. 

For employees, rejection may be hard to hear. But hearing it from the employer can help them get closure and avoid waiting for nothing. Knowing why they failed also lets them understand what, how, and why they need to improve. 

Updating unsuccessful candidates of their application status after the interview offers benefits for candidate and employer alike. For the jobseeker, it minimises the anxiety of waiting. It also helps them improve how they present themselves during a job hunt. And for you, the hirer? Do not ignore requests for feedback from applicants so you can enjoy these benefits.

It highlights better company optics. No company wants to be put in a bad light. It won't benefit you to leave applicants, employees, customers, and clients with a bad taste in their mouths. A good public image is simply ideal for every aspect of your business. To establish and maintain good employer branding, make sure to treat even your unsuccessful candidates professionally so they leave with a positive experience.

Make it part of the hiring process. More than just an effort to maintain positive branding, it's better to consider a good candidate experience a customary part of the hiring process. In the case of rejected applicants, some recruiters who are unaware that things shouldn't end with simply deciding not to hire them will not even reach out.

It should end when roads part amicably. Some applicants simply need your feedback to learn from what happened, but you should make it a part of your recruitment process.

Ensure they share a good experience with you. Like buyers leaving reviews about products or services, successful and unsuccessful candidates may share their experience with your company to their network. In fact, a survey reveals 72 per cent will likely tell others about a bad interview. Word of mouth is one thing, but they could also rate your company if you have an online profile. 

If you end things on a good note, they may refer other qualified candidates to your company – or deter them from applying – depending on their experience. Don’t burn bridges even if you turn a candidate away. They may not be the perfect fit now, but they might be in the future.

Build your network and talent pool. Not all applicants you reject are bad candidates; sometimes, one person is simply the better hire by the slimmest of margins. You don't have to cut them off completely in this case. Nurture your relationship with them through your appreciative feedback so you can include them in your talent pool for the next time you have openings to fill. 

Optimise recruitment. If you establish open communication with applicants, some may be inclined to give their two cents about your organisation. Collect and listen to their feedback so you can gain insights into the current quality of your candidate experience and improve the process if needed. It shows that you are also committed to being a better employer. 

Pay it forward. Use post-process feedback to help employees improve. Not all of them will be great at interviews or highly qualified for the position at the onset, so take this chance to help them discover what they need to work on, whether it's their skills or the way they handled the interview. Teaching them how they can improve will also improve the quality of your candidate pool. 

Giving constructive criticism to unsuccessful candidates may seem awkward, but it will help jobseekers and companies in the long run. Here are some ways you can provide feedback to applicants. 

‍Be respectful and compassionate Empathise with the candidate's situation – despite all the time and effort they've invested, you're likely not the first nor the last company to reject them. Thus, be careful with your words and use constructive feedback. Don't be nice just for the sake of being nice, but don’t bring them down harsher than necessary either. Don’t sugarcoat the reason they weren’t hired. Be truthful. If you didn’t hire them for any supposed weakness, like a bad interview or a lack of experience, point them out. Offer suggestions on what to improve on based on what happened.

Inform them of the decision promptly. As mentioned, the applicant took the time to send their application and undergo the interview with you. If your decision ultimately wasn't in their favour, it's only common courtesy to let them know about it as soon as possible to avoid wasting everyone's time. In addition, informing unsuccessful candidates after an interview of the decision will help them move forward with their job search more quickly. 

Base everything on facts. Rejection can be an emotional experience for anyone. You may also feel that way as an employer because you have opinions or feelings about the candidate. But when giving feedback, it's important to anchor it with the facts, not just feelings, especially since you want to avoid possible liabilities. Be honest and maintain professionalism.

Personalise the message. Should you email or message the candidate to inform them of your decision, never use a generic template. They can more or less glean if your company sends the same, tired rejection letter, which won't reflect well on you. Moreover, an "autoreply" can never fully explain your decision and feedback, so avoid it at all costs.

For example:

Dear Mr. Johnathan Lee, 

Thank you for investing your time applying to our company. While we were impressed with your credentials and interview, we are currently focused on finding engineers with a practical knowledge of object-oriented design. Should you gain more experience in this field, do reach out to us. 

Should you have more questions about your application, please do not hesitate to contact us.

Sincerely,

Sara Tan Hiring Manager

Use the job description to explain the decision. In case of rejection due to a lack of qualifications, you can incorporate the requirements as per the job description into your feedback. This tip is more helpful than generic advice since the candidate can understand the reasoning behind your judgement. Clearly explain what the role requires and why they aren't a good fit at the moment.

Do still applaud them. Aside from constructive criticism, highlight the skills and characteristics that you believe make them hireable – they were shortlisted, after all. They will appreciate the kind words and consider them as they continue their job search.

Answer follow-up questions. You may receive follow-up questions when informing unsuccessful candidates after the interview of the decision. If they made it to the final interview, they would likely want to know why they weren't selected. Take the time to respond with thorough consideration and without burning bridges, keeping in mind that these candidates may be part of your network.

Every job application entails hours of research, time, and effort. Rarely do applicants get into it without preparation. So the least you can do to make the blow of rejection a bit softer is to help them understand why they were unsuccessful and offer ways to make their job search a success. 

For more pre- and post-interview tips for employers, check out our Employers Insights page. Register to JobStreet now and find the best talent via Talent Search.