Should Recruiters Provide Feedback To Job Applicants Irrespective of Outcome

The job application process can be a nerve-wracking experience, filled with anticipation and uncertainty for applicants. One aspect that often leaves candidates in the dark is the lack of feedback from recruiters regarding their application outcomes. Some recruiters do not even get back to the applicant to tell them they were not selected for the role.

The question arises: should recruiters provide detailed feedback to applicants, explaining the reasons behind their decisions?One applicant posted on Twitter (now X) that it was as bad as proposing to a girl and being told that “if you received no response within two weeks, you should assume that the outcome was negative.” While both situations are far apart, I see the reason behind the analogy and why it could feel that bad for the applicant.

The Case for Feedback:

1. Professional Growth: Offering constructive feedback can contribute to an applicant’s professional development. Understanding the strengths and weaknesses highlighted during the recruitment process allows candidates to refine their skills and improve future applications.
2. Transparency: Providing feedback fosters transparency in the hiring process. Applicants invest time and effort in crafting resumes and preparing for interviews. Clear and honest feedback helps them comprehend the factors influencing the decision-making process, building trust in the recruitment system.
3. Positive Employer Branding: Companies prioritizing providing feedback create a positive reputation in the job market. Word-of-mouth travels fast, and a reputation for constructive communication can attract high-quality candidates who appreciate the transparency and fairness in the hiring process.

The Case Against Feedback:

1. Legal Concerns: In some cases, providing detailed feedback may raise legal concerns for recruiters. If the feedback includes subjective opinions or potentially discriminatory information, it could lead to legal complications. Many companies choose to err on caution to avoid legal repercussions.
2. Time Constraints: Recruiters often juggle numerous responsibilities, and providing personalized feedback to every candidate can be time-consuming. Some argue that the time invested in giving detailed feedback to unsuccessful candidates could be better spent on other essential tasks in the recruitment process.
3. Subjectivity of Decisions: Hiring decisions can be subjective and influenced by various factors. Communicating the intricacies of these decisions might not always be straightforward, and recruiters may worry about misinterpretation or dissatisfaction on the part of the candidates.

Conclusion

Whether recruiters should provide feedback to applicants is complex and multifaceted. While there are clear advantages regarding professional growth, transparency, and positive employer branding, legal issues, time constraints, and the subjectivity of decisions also merit consideration.

I think the feedback could be both ways so that the recruiter gets some feedback about the recruitment process, and the applicant gets some feedback on their performance, too. This is the only way both can grow in their roles. Although I understand that when tens of candidates have been interviewed, it could be herculean, it is worth a shot.

Something as simple as “we decided to go with someone else at this time because we need someone with more… for the role” can suffice.

What do you think?

What are your thoughts on this matter? Do you believe recruiters should provide detailed feedback to unsuccessful candidates, or do you think the current level of communication is sufficient? Share your opinions and experiences on this topic as the conversation around feedback in the recruitment process continues to shape the dynamics of the professional world.