Why Giving Rejection Feedback Isn’t a Bad Thing
Let’s be honest: no one enjoys rejection. Whether it’s being turned down for a job or not being chosen for the school football team (20 years on and I’m still bitter), it’s never fun. But in the world of recruitment, rejection is inevitable. And rejection feedback is essential.
We all know that not every candidate will be the right fit for the job. It’s just part of the process. But how you communicate that decision can make a big difference. Instead of leaving candidates in the dark, offering feedback shows that you respect their effort and time.
The Numbers Speak for Themselves!
According to a survey by Talent Board, 52% of candidates who received feedback after being rejected said they’d be more likely to apply to that company again in the future. Compare that to just 34% who’d reapply if they didn’t receive any feedback. That’s a significant difference, and it highlights how valuable a simple gesture can be.
Now that we’ve established why giving rejection feedback isn’t just a necessary evil but a potential brand booster, let’s talk about how to deliver that feedback. We all know that delivering bad news isn’t exactly the highlight of anyone’s day, but with the right approach, you can ensure it’s as constructive and positive as possible.
Keep It Clear and Direct
When it comes to giving feedback, clarity is key. Be straightforward about why the candidate wasn’t selected, but avoid overwhelming them with too much detail. Focus on one or two main points that are relevant and actionable. This helps the candidate understand where they may have missed the mark without feeling like they’re being hit with a list of faults.
Be Kind and Considerate
Remember, there’s a real person on the other side of that email or phone call—someone who’s likely feeling disappointed. Approach the conversation with empathy. Use language that’s respectful and supportive, and avoid anything that could be interpreted as harsh or overly critical. For example, instead of saying, “You didn’t have enough experience,” you might say, “We were looking for someone with a bit more experience in this area, but we appreciate the skills you do bring.”
Offer Something Constructive
Negative feedback doesn’t have to be all doom and gloom. If you can, offer some constructive advice. Maybe suggest a skill they could develop, or point out an area where they showed promise but need a bit more growth. This not only softens the blow but also gives the candidate something positive to focus on moving forward.
Timing Is Everything
Delivering feedback in a timely manner is crucial. No one likes waiting around in limbo, and dragging out the process can leave candidates feeling undervalued. Aim to provide feedback as soon as a decision is made. This shows respect for the candidate’s time and keeps the process moving smoothly.
Personalise Your Approach
Where possible, try to make your feedback personalised. Generic, cookie-cutter responses can come off as insincere. Even if you’re working with a high volume of candidates, a small personal touch can go a long way in making your feedback feel more genuine. Mention something specific from their interview or application to show that you’ve taken the time to consider their individual experience.
Wrapping It Up
Delivering negative feedback is never going to be the most enjoyable part of recruitment, but it doesn’t have to be painful—for you or the candidate. By keeping it clear, kind, and constructive, you can turn a potentially negative interaction into a positive experience. And remember, every piece of feedback you give is another opportunity to strengthen your employer brand.
By providing constructive feedback, you’re not only helping candidates improve but also leaving them with a positive impression of your company. In the long run, this can lead to better talent attraction and retention. So, don’t shy away from giving feedback—it might just be the boost your employer brand needs.
