How To Give Feedback To Unsuccessful Job Interview Candidates

I’ve noticed a worrying trend.  Candidates are invited to a job interview.  Obviously there are going to be candidates who are unsuccessful.

The worrying trend I’m noticing is the reluctance of some employers to provide feedback to those that are unsuccessful.

Now I know that time is short and there’s a concern about potential litigation.  On the other hand the candidates have more than likely put in a fair amount of effort to prepare.  Especially accountants and professionals.

Perhaps it’s simply fear or lack of know how that’s stopping employers give feedback.

Of course it is easy to forget that the interaction that they have with you as a candidate leaves an impression about your organisation.

Yet in reality candidates are not looking for much in terms of feedback.  At a most basic level they want to know:

  • What they did well
  • Where they fell short compared to the successful candidate

How difficult is it to provide this basic level feedback?  Not difficult at all.  Especially if you have some very clear criteria that you are using to evaluate candidates.

It leaves a positive impression of the organisation with candidates.  Remember there may well be opportunities in the future that you would love a past candidate to apply for.

 So why in your experience are employers reluctant to give feedback?

About the Author Duncan Brodie

Since 2006 I’ve worked with in excess of 7,000 accountants and professionals in workshops, seminars and one to one helping them land their next jobs and become better leaders, presenters and business partners. Before that I spent 25 years in accountancy climbing the career ladder from Payments Clerk to FD. I’m a CIMA Fellow, Certified Professional Coach and Team Coach Facilitator.

Leave a Comment: