12 Jun 2023
In my experience managing a Jobs Board, I hear from candidates who are excited about a potential new role but are dismayed when they don’t hear any response from the recruiters. We always encourage recruiters to let all candidates know the outcome of their job application and the reason for that outcome.
It is always worth engaging with candidates suitably and ensuring they know why they have been unsuccessful in the application process.
I believe we all share responsibility for candidate morale, even when they’re not good enough for the job. That old chestnut of “If you don’t hear back from us within seven days, you haven’t been successful” is an absolute cop-out!
Feedback, Feedback, Feedback!
Giving feedback to rejected candidates shouldn’t be difficult or time-consuming, bearing in mind the automated systems available out there for mass communications. All it requires is a minimal time investment to write an honest statement about why they missed the mark this time, and honesty really is the best policy! Don’t pussyfoot about, just be direct. People tend to appreciate straightforward, actionable feedback that they can take on board and use to improve their applications in future.
A few good examples are:
Or even
These are generic examples, but they give the candidates something to work with. Whether they are applying for jobs they aren’t qualified for, or they are more suited to a different field, they at least have some food for thought, and they know that you have taken the time to consider their application correctly. They’ll see that as a good thing, despite the bad news message, and your feedback can help them manage their development.
And why should we do this?
Firstly, you’ll develop a reputation as an employer who cares, which will work wonders when you continue recruiting. As a good employer, you’ll want to be seen to look after people, staff or otherwise.
Candidates who have been rejected might then continue to apply once they’ve acted on your feedback, and they could promote positive messages about you to their contacts.
Secondly, remember – your candidates could be your customers. They'll be negative about using your brand if they have a negative recruitment experience with you. This is a significant consideration to take account of.
All interactions with a customer will influence their spending in the future, and someone with a bad experience is far more likely to post their views online. With the power of social media today, their publicly aired views could also influence many others. Whether they are influenced negatively or positively is largely down to your own actions.
