What’s the toughest part of working as a recruiter? The majority would suggest “delivering rejection.” It’s awkward, uncomfortable, and sometimes saddening.
However, despite the agony, it’s crucial to maintain the rejection is not silent—providing constructive feedback creates a positive candidate experience (72% of candidates will bad-mouth a company with a poor experience).
Let’s see how we can provide meaningful feedback to unsuccessful candidates while delivering rejection.
Why Feedback Matters
Though there’s no legal requirement, delivering feedback is always a win-win. Only 41% of candidates receive it (Talent Board), and a surprising 94% crave it.
The gap between what companies offer and what candidates desire vocally suggests the need for feedback. Here’s why:
- Welfare: Feedback shows respect and helps unsuccessful candidates develop their skills (potentially leading to future hires).
- Strengthens Your Brand: Positions your company as one that cares about talent development with positive word-of-mouth.
- Attracts Future Talent: Increases the likelihood of positive candidate reviews, which can attract strong candidates in the future.
How To Deliver Feedback To Rejected Clients
While this could include an endless number of tips, we’ve compiled some of the must-haves while delivering feedback to rejected clients:
Be Timely
It’s extremely frustrating waiting for a call back for a job interview. The candidate is already in a difficult situation.
So, instead of wasting anyone’s time, deliver rejection news within 48 hours to avoid leaving candidates anxious.
Standardize Your Process
Your process should be consistent and fair—using a structured approach.
For example, your interviewers should ask the same questions and take detailed notes to provide factual feedback.
You can also add candidate scorecards can further enhance consistency and transparency. This will help you provide more objective feedback.
Prioritize Phone Calls
For candidates who progressed through multiple interview stages, phone calls are preferred over email.
This shows respect and allows for a two-way conversation—where the candidate can ask questions.
Moreover, it offers an opportunity for you to gather feedback on your hiring process.
Be Actionable & Specific
Your feedback should provide actionable advice and specific details tied to the job description.
So, coming up with subjective statements like “We weren’t impressed,” and comparisons to other candidates would be a bad idea to go with.
Talk about specifics like “We sought someone with more customer-facing experience,” or highlight areas in the interview for improvement based on their application and the job description.
Tactful Delivery
Delivery is everything in feedback. It determines how it’s going to be taken.
Thus, maintain a professional and positive tone throughout the conversation, ensuring you avoid being critical or condescending.
Frame feedback constructively to help the candidate improve their skills.
Praise Sandwich
Use the famous praise sandwich approach—it hurts less and delivers your message effectively.
Start positively by briefly acknowledging the candidate’s strengths.
In the middle, offer constructive feedback.
Then, end by thanking them for their time and expressing well wishes for their future endeavors.
Use AI For Delivering Feedback
Using an AI tool like Engage AI can be helpful.
It’s a modern recruiting software powered by AI that streamlines your hiring process from start to finish.
Helping with candidate sourcing, resume screening, and engagement, Engage AI can also hit back to your applicants with constructive, meaningful feedback.
