?? Handling Post-Rejection Feedback Requests ?? Providing feedback to rejected applicants requires care and professionalism. Here’s how to navigate it: 1?? Be Honest, But Kind: Share constructive insights while being respectful. 2?? Focus on Growth: Highlight areas for improvement to help them in future applications. 3?? Be Specific: Avoid vague feedback; point out actionable points. 4?? Thank Them: Appreciate their effort and interest in your organization. Feedback, when done right, can leave a positive impression despite the rejection. How do you approach post-rejection feedback? #CandidateExperience #FeedbackMatters #RecruitmentTips #TalentAcquisition

We should fully understand that some questions and their answers have become quite famous and known by everyone because they have become clichés. Therefore, it is always useful to be sincere, provided that you do not break the confidentiality rules of the institution you work for. I find the sandwich method quite effective. No matter how open the candidate is to criticism, there is a limit to their tolerance for negative opinions about themselves. Finally, when giving your feedback, consider whether it will be useful or not. If it is not possible for the candidate to change (note, I am not saying to improve) themselves (the basic character of the person) regarding the feedback you will give, it is of no use to bring up this subject...

To navigate an applicant seeking feedback post-rejection, I would: 1. Be Constructive: Provide specific, actionable feedback focused on areas of improvement, such as skills or experience gaps. 2. Be Empathetic: Acknowledge their efforts and express appreciation for their time and interest in the role. 3. Offer Encouragement: Reinforce their strengths and encourage them to continue developing in their career journey. 4. Maintain Professionalism: Keep the tone respectful and positive, emphasizing that the decision was based on the overall fit for the role. 5. Provide Resources: Suggest resources or opportunities (like training or networking) that could help them improve and succeed in future applications.

Choosing the right medium is equally important. A written response, such as an email, often serves as the best approach for conveying feedback. This allows you to articulate your thoughts clearly and gives the candidate a record to refer back to. Ensure your feedback is constructive and specific, focusing on areas for improvement. For example, you might say, “While your technical skills were impressive, we were looking for deeper experience in project management, which is critical for this role.” This approach specifies the reasoning without diminishing the candidate's overall capabilities.

To provide constructive feedback post-rejection, I’d focus on highlighting the applicant’s strengths and sharing specific areas for improvement. Keeping the tone supportive and respectful is key, as this helps them feel valued despite the outcome. Encouraging them to apply again in the future can also leave a positive impression.