Make concise notes and be prepared to listen hard talks. Balance the amount of feedback the person can handle. If one rejects every word you say, the person is not ready to listen. You better excuse yourself and inform the person that you will be available when they are ready to listen. Start with the basic fact that this is a selection process and most would not pass. Point to what the basic factors were that made the case to the other person. Give constructive and progressive feedback. Go gradually to the point that the person can handle it. Employ a coaching - nurturing approach. point to things the person can resolve next time s/he is on the process of selection. Be empathetic, open to listen but do not become a punching bag

As a recruiter, I ensure to handle feedback with empathy and professionalism. When a candidate requests feedback after being turned down, I first thank them for their time and interest. I provide constructive, specific feedback, focusing on areas of improvement while highlighting their strengths to maintain positivity. I avoid overly negative comments or personal judgments and, if possible, offer tips for future opportunities. Additionally, I remind them that recruitment decisions often consider multiple factors beyond individual performance. Encouraging them to stay connected for future roles helps maintain a positive relationship and leaves a good impression of the organization.

Always provide candid feedback to candidates. It helps candidates strengthen their skills and positions you as a trusted advisor. Remember to keep them in mind for future opportunities.

Communicating rejection can be tough. A kind and empathetic tone can soften the disappointment and leave the candidate with a positive impression of the Organization. Start by appreciating the candidate for their time and effort. A positive tone helps maintain goodwill. Offer constructive feedback focusing on areas for growth. Ensure that your feedback doesn’t inadvertently violate company policies or laws related to discrimination. Avoid long explanations or getting into detailed justifications, especially if your organization has strict policies about giving feedback. Keep the conversation professional and concise.

Provide feedbacks is important for the candidates, most of the times they didn't know in what points they had struggled during the interview. You need to be honest and focus on the points where they could improve. Sometimes you don't have or you can't share the feedback. I work in a consuntancy company of HR and sometimes the client don't provide us a clear feedback, and we need to be honest with the candidate.