How do you handle candidate feedback and rejection in a respectful and professional way?

The majority of my employers in the last decade have not allowed specific feedback. And the reasons are to protect the organization from potential lawsuits. IF I am able to give feedback, it is usually only based on functional skills. I will make sure the feedback is actionable so that the candidate can practice. But here is the reality: one employer's feedback why they DID NOT hire you can be in complete contradiction to why another one *would*. It is all subjective. I interviewed with several companies in 2022. Grindr told me that my passion for diversity would be detrimental to the speed of their hiring process (ironic given their market, and it never has before.) Twitter hired me in part BECAUSE of my dedication to diversity.

Every company I've worked for over the last 8 years has not allowed recruiters to give feedback from their interviews. My workaround so I could provide exceptional and compassionate candidate experience was to tell them what they should continue to do in future interviews. I don't send a blanket email, I don't leave them hanging...I call them and I share as much information as I can. In tech recruiting, it comes down to 2 things...their coding or their communication. So if they had issues with a binary tree or took too much time coding, I tell them to practice more in HackerRank or LeetCode. If it was communication, I tell them to practice their answers out loud. It may not sound like much but to them, getting ANY feedback is great!

It's always important to provide transparent & constructive feedback to candidates. Here's why. You chose to speak to these candidates for a reason. Trusting your gut, you probably think those candidates are pretty good. Just because they didn't get the original job you submitted them for, doesn't mean they won't be a good fit for a role in the future. When you provide feedback, it gives them a chance to improve. If they end up applying in the future, they now know what to improve on and have a better chance of landing the offer. Or maybe it doesn't work out in the future. But since you provided a good candidate experience, they'll think of you whenever they have a referral to recommend.

When I have my interview prep call with a candidate, I let them know whether my employer allows me to give any sort of feedback or not, and if yes - it will be delivered via a phone call. I then ask them if the answer is a “no”, do they prefer a call (with feedback) or an email? This way there are no surprises and the candidate has some control.

I won’t give it unless asked for, but if a candidate wants to know why they are no longer being considered, and I think it is a productive conversation, I will answer with transparency. I release my candidates who have gone through the interview process by phone call, so these conversations can be gently directed.

Providing respectful and professional feedback to candidates is an important part of the hiring process. Here are some tips for respectfully handling candidate feedback and rejection: 1. Be timely 2. Be specific 3. Be constructive 4. Be honest 5. Offer encouragement Overall, handling feedback and rejection respectfully and professionally can help maintain a positive reputation for your company and ensure that candidates have a positive experience, even if they are not selected for the position.

It starts with the relationship you build with the candidate. As a recruiter, you are investing in that relationship; as is the candidate. Often I turn the tables...how would I want to be treated if I was the candidate? I base it on that. Feedback is critical to forming that bond. It's part of the dialogue. We spend so much time getting to know a candidate. Being able to work with them throughout the search is how we build our network. Blowing that up by not passing along feedback seems like a waste of time. We ask our candidates to be honest with us and keep us updated as they search for their next role...we should do the same. We don't always get feedback to share. That is also important to pass along.

Isn't it crazy that this is even a talking point? Why feedback and rejection matter. Let's just start with a basic response: - treat humans as humans We can add professionalism, brand, empathy, etc.etc.etc. but I think point one should cover it

It matters because they contribute to a positive candidate experience, support professional growth, and enhance the organization's employer brand and reputation. By prioritizing respectful and transparent communication throughout the hiring process, organizations can foster goodwill among candidates and position themselves as employers of choice in a competitive talent market.

The one I would like to add is that preparing feedback and rejection in a hurry is a bad practice. Even though recruiters write these messages almost daily and they know how to do it, your tone of voice may be less appropriate if you prepare it in haste. Receiving refusals is unpleasant, receiving careless and indifferent refusals is even more unpleasant.

If you've decided to reject a candidate, (or a hiring manager has), the preparation should be minimal because the decision was hopefully made on sound judgment. Do this however. If the candidate has interviewed with you, have the courtesy of sharing the rejection and feedback during a real conversation. Don't hide behind email.

While pre-interview prep is key, rejection prep shouldn't be excessive – the decision is made. However, respect trumps convenience! If you interviewed the candidate, deliver the rejection personally via phone call. Skip impersonal emails and show courtesy with a real conversation.

Providing feedback is crucial, especially when it's not positive. I prefer personally calling candidates to inform them if they weren’t shortlisted, offering detailed insights on areas for improvement. Additionally, I share what the interviewer was expecting, helping them better prepare for future opportunities.

I prepare by stating, "Hello 👋🏻 <candidates name>, you did good in the interview, but we can't move further as we were looking <for these skills> and you don't fit in with it. Next time, when you apply to here or anywhere. Follow these tips and improvise these, to land a job - 1. Be confident 2. Never try to cheat 3. Don't lie in CV/Resume ...." This format always helps. 🤠

Tenha uma visão clara dos pontos fortes e fracos do candidato, baseando-se em avaliações objetivas e observações durante o processo seletivo. Prepare um feedback personalizado, relevante para a posição à qual o candidato se inscreveu.

At our company, we’ve implemented a new practice where rejected candidates who reach the second and final stages of the interview process are offered the opportunity to receive constructive feedback. Prior to the feedback call, our Talent Acquisition team collaborates with the hiring team to ensure the feedback is aligned with the role's required competencies. During the call with a candidate, we highlight what went well and acknowledge the candidate’s strengths. We address areas for improvement, mentioning any skills or expectations that were not fully met according to our requirements. This transparent approach to feedback is well-received by candidates and contributes to an overall positive candidate experience.

We have all encountered the generic rejection reason: "We decided to move forward with another candidate." Unfortunately, it offers no insight into areas for improvement and fails to explain why the other candidate was chosen over you. In my experience, providing detailed and transparent feedback to candidates in a respectful, human-to-human manner has been essential for building genuine rapport and trust. Many candidates value candid feedback as it helps them improve their skills and performance for future interviews. Providing concise and transparent feedback demonstrates that you genuinely care about the candidates' development and will most definitely impact the overall candidate experience.

Feedback and rejection are very important because they demonstrate a commitment to fairness, integrity, and professionalism in the hiring process. It helps candidates to Improvement and Growth.

There is an additional workflow with personalizing a note about rejecting a candidate for a job, however, it is time for companies to embrace grace and professionalism by humbly offering feedback to candidates that have made it to the first interview stage (after recruiter). I think a best practice is to lead organizations to understand that all candidates will receive constructive feedback, so they can effectively communicate the results to the recruiter. The recruiter will review (and sanitize if necessary) and email a traditional "we regret to inform you" update email, but they should normalize including a scheduling link to request a 5min interview feedback phone call build a stronger post-interview candidate experience.

Transparency is key. Providing respectful feedback can - help candidates improve their skills, - enhance relationship trust, and - contribute to an overall positive candidate experience.

In our experience, candidates appreciate honesty above all else. Sure, the message is hard to receive sometimes. Rejection can be. However, deliver it respectfully, explain the logic behind the decision. Be accurate and specific, not vague (e.g. "poor communication skills" is vague and evidence of weak interviewing capability, giving the candidate zero confidence in your ability to assess). Offer suggestions for future improvement. Yes of course, share positives. But equally, be firm and confident in your feedback....

Be calm, soft, polite and warming. They must not feel bad but must feel like this feedback is for betterment of themselves only! Otherwise, your feedback won't do any good, and they will feel bad and spread negativity.

Comunique a decisão de forma clara e direta, evitando ambiguidade. Use uma linguagem empática e evite críticas pessoais. Foque em aspectos profissionais e comportamentais observados durante o processo seletivo. Destaque os pontos fortes do candidato e ofereça sugestões práticas para melhoria.

Not every candidate may welcome constructive feedback following an interview, for some, it might be perceived as an “attack” on their experience or character. In my experience, delivering constructive feedback effectively demands sensitivity, empathy, and clarity in communication. I aim to be specific, concise, and objective when addressing areas for improvement. I prioritize offering actionable steps for growth and improvement while actively listening to the candidate’s viewpoint. Approaching feedback with empathy and a solutions-focused mindset is crucial, as it will help you navigate difficult situations while also maintaining positive relationships.

Em caso de reações negativas, mantenha a calma e a profissionalidade. Permita que o candidato expresse suas frustrações e ouça atentamente suas preocupações. Demonstre que você entende a decepção do candidato e ofereça apoio, como recomendações de recursos ou outras oportunidades que possam ser mais adequadas.

You don't "need to follow up" after feedback/rejection, IMO. If you handle the conversation well, that can be sufficient. You may, of course, leave the door open to future conversations but leave that to the discretion of the candidate and don't add unnecessary administrative burden on your recruitment teams. Asking for feedback from the candidate - great idea, do it on the call. It will appear genuine. Keep in touch - absolutely do this but automate if possible. You simply won't be able to keep in touch with all candidates 'manually'.

It's crucial to value the candidate's time even after rejection by following up and showing that you care long-term. This significantly improves the candidate's experience and can potentially turn rejected candidates into advocates.

Envie um email de acompanhamento reiterando os pontos discutidos e oferecendo-se para futuras conversas se necessário. Deixe claro que o candidato é bem-vindo para se candidatar a futuras posições e mantenha contato regular para manter o relacionamento.

When providing feedback to a candidate after rejection, it's crucial to be constructive, specific, and empathetic. Start by expressing appreciation for their interest and effort in the application process. Focus on the specific reasons for the decision, highlighting areas where the candidate excelled and areas needing improvement. Offer feedback in a positive and encouraging tone, emphasizing that the decision was based on the fit for the specific role rather than personal shortcomings. Encourage them to seek opportunities that align better with their skills and provide general advice for professional growth. Ultimately, the goal is to foster a positive impression and maintain a respectful relationship for potential future interactions.

Give 2nd and even 3rd chances. A former boss once told me, "Everyone is fighting a battle that we dont know about, sometimes several battles. You may have called them on a day where they lost the battle, but next time you talk with them they may be ready to win the war." Or they may not have been a culture fit. If they bombed an interview spectacularly, talk with them about lessons learned and help coach them on how to apply those lessons and give them a redemption shot and help them crush it. That impact you can make by giving those 2nd chances can sometimes change lives in profoundly positive ways. Give as many 2nd chances as you can because you never know when you might need one and from whom.

Remember, wrong for this role may be right for another. Explore options with candidates for alternative positions within the organisation. Help them to network internally if appropriate. Definitely keep in touch, continue to offer value, share insights (as recruiters, you have a wealth of knowledge that is valuable to candidate. Share it!) And don't forget to talent pool - tag your candidate into the relevant talent pool, ensuring their applicability for future positions.

Mantenha uma Abordagem Impessoal: Evite tornar a rejeição pessoal. Mantenha a comunicação centrada nas habilidades e na adequação ao cargo, destacando que a decisão não reflete negativamente sobre a pessoa.