No Ghosting Allowed: Providing Interview Feedback to Transform Rejection into Connection

Why Companies Should Provide Specific Feedback to Rejected Candidates ??

In today’s competitive job market, candidates invest significant time and effort into multiple rounds of interviews, often only to be met with silence or a generic "it's not you, it's me" response.

This lack of in-depth feedback is not only frustrating but represents a missed opportunity for both candidate professional growth and a company's positive brand perception. As ghosting and snubbing or placating (the act of sending bland, general rejection letters) becomes more common, companies can differentiate themselves by offering candidates specific feedback, especially after multiple interview rounds.

Here’s why providing feedback isn’t just a “nice-to-have” but a critical business strategy that benefits everyone.

Let's do a quick recap on the competitiveness of the modern job market:

Based on recent studies, many job seekers apply to multiple positions on a daily basis. According to one survey, approximately 60% of job seekers apply to 1 to 3 jobs daily, 25% apply to 3 to 6 jobs daily, and 10% apply to 6 to 10 jobs daily (Jobscan, 2023). A smaller group, around 2.3%, applies to over 15 positions per day (Jobscan, 2023). ??

?? If we assume the average person applies to 3 jobs a day (the most common collected response), here's a quick tally for how many jobs they would apply to in a year: 3 jobs/day × 5 days/week × 52 weeks/year = 780 jobs/year.

The average job seeker is applying to almost 800 jobs a year.

This high volume of applications highlights the intense job market competition that candidates face.

Adding this broader perspective underscores the challenges facing both job seekers and hiring teams in today’s job market.

The average company is processing thousands of applications per open role.

If individual job seekers are applying to hundreds of positions each year, then companies are receiving thousands—if not tens of thousands—of applications per open role. As an example, I recall my intern cohort from Penguin Random House Summer 2023 were just over 30 selected from thousands of applicants.

This high volume creates significant pressure on hiring teams to review applications thoroughly and quickly. According to the Society for Human Resource Management, large organizations can receive over 250 applications for a single job opening, especially in competitive fields (SHRM, 2022). Wow! This demand can lead to a highly selective process where only a small percentage of applicants reach interview stages.

Needless to say, we are all doing "the most." (Except when we aren't.)

?? Despite the stress and time constraints this volume creates for all parties, it is essential to remember a core value: the humanistic approach.

Remember: each interaction reflects not only on the company’s brand but also on individual recruiters, hiring managers, and the candidates themselves. Communicating respectfully and transparently, even when delivering difficult news, strengthens a company’s reputation as a caring, respectful workplace. It fosters goodwill and often encourages candidates to apply again or recommend the company to others. By prioritizing humane treatment and constructive feedback, companies can improve their candidate experience while building a positive brand presence in the job market.

Real-World Example: Google’s Feedback Process

Some companies, like Google, have implemented systems that ensure candidates receive feedback, even if they weren’t chosen for the role. Google's approach includes offering feedback on areas such as skills alignment and technical strengths. This practice has not only helped Google maintain its reputation but also attracts candidates to reapply for other roles. This simple step makes candidates feel valued and respected, even when they aren’t selected.

However, the reality is companies like Google are not the norm. Most companies do not provide constructive feedback to candidates.

Enough preaching. Let's talk. ??

Communication is Easier Than Ever, Yet Many Companies Don’t Use It

With digital communication platforms like email, applicant tracking systems (ATS), and messaging tools, providing candidates with feedback should be straightforward. However, a survey by CareerBuilder found that 75% of job seekers reported being ghosted by companies after interviews, with many never hearing back at any stage of the process (CareerBuilder, 2022). In an era where transparency and communication are paramount, failing to offer a simple follow-up damages the candidate experience and, by extension, a company’s reputation.

This is a big oops.

Applicant POV: Candidates Value Feedback—It’s Essential for Professional Growth

? When candidates invest hours in interviews, it’s only natural for them to seek clarity on why they weren’t selected. Feedback can be a crucial tool in helping candidates improve for future opportunities.

A LinkedIn study found that 94% of candidates want to receive feedback after an interview, with many saying it would improve their perception of the company and encourage them to reapply in the future (LinkedIn, 2021).

Key Areas of Feedback Candidates Value:

• Educational or Experience Gaps: Did the candidate need more specific qualifications or expertise?
• Cultural Fit and Communication Style: Was the candidate’s approach or communication style aligned with the company’s values?
• Comparative Feedback: What skills or qualities did the chosen candidate possess that set them apart?

For candidates, this feedback not only provides closure but also valuable insights on how to enhance their skills and approach. For employers, providing this clarity can create positive brand associations, even among candidates who weren’t selected.

The WHY for Companies ??

Reputation & Duty: Feedback Fosters Loyalty, Encourages Candidates to Reapply, & Builds Reputation

Interestingly, candidates who receive feedback after an interview are significantly more likely to reapply for future roles with the company, according to LinkedIn Talent Solutions. This finding suggests that candidates see feedback as a reflection of a company’s integrity and person-to-person approach, which fosters loyalty and motivates them to consider the organization again for future positions. Additionally...

Glassdoor reports that companies with strong feedback and follow-up processes see a higher percentage of referrals from candidates, with up to 50% of applicants willing to refer others to a company that treated them respectfully in the hiring process (Glassdoor, 2021).

For many candidates, a multi-round interview process is a serious commitment in the same way it is for companies. From rearranging schedules to preparing thoroughly for each stage, candidates interviewing demonstrate a genuine interest in joining the company and a dedication to it as they undergo the process.

A report from Talent Board found that 54% of candidates who underwent more than two rounds of interviews are less likely to apply again to a company if they receive no feedback, and 69% would discourage others from applying as well (Talent Board, 2020).

When companies fail to follow up after these commitments, it erodes trust and harms their reputation.

??? Providing feedback is not only an ethical choice but also a business-savvy one. Constructive feedback, offered professionally and respectfully, shows the company’s commitment to treating candidates with respect and integrity. As these are generally pillars of most company missions, it doesn't hurt to put them into action beyond clients and with candidates.

? Instead of seeing comprehensive feedback as an extra, start seeing it as part of your process. Consider it a duty to provide clear critiques and a way to give back to candidates who have also given to you during their application process.

(Pro tip: If you've read their applications, sat in the interview, and made a decision on their capability, it will be easier than you think to put those thoughts down quickly and concisely in a parting rejection email or letter.)

?? Recapping the Long Haul: How Providing Feedback Benefits Companies in the Long Run

The positive effects of feedback go beyond individual candidates and swing back to companies. Companies, jump ahead of the cascade. Here’s what to write in your notes on how feedback serves as a long-term advantage for companies:

• Enhanced Employer Branding: Providing feedback positions the company as transparent, fair, and considerate, which is particularly attractive to today’s workforce. According to research, companies with strong employer brands report up to 50% more qualified applicants and 2x faster time-to-hire (Glassdoor, 2021).
• Improved Candidate Pool: Candidates who receive constructive feedback are more likely to develop skills aligned with the company's needs, making them better candidates in the future when they return -- and they will return if you treat them thoughtfully. This proactive feedback culture nurtures a talent pipeline that can pay off in future hiring.
• Positive Referrals and Reduced Costs: Candidates who have a positive experience, even when not selected, are more likely to speak highly of the company. Studies by LinkedIn show that 50% of candidates are likely to refer others to a company that provided them with feedback, regardless of the outcome (LinkedIn, 2021). This word-of-mouth reputation can reduce recruiting costs and help attract high-quality candidates.

Considering points 1 and 3, remember that: we all know that reputation is everything these days and reputations are particularly delicate in a time where any comment can be shared at the speed of light over the internet. Any small action that can be taken to show a company's positive attributes should be taken because it is a chance to market yourself as who you are, rather than be misrepresented.

?? But what should a company include in specific feedback? Do’s and Don’ts for Giving Feedback

Feedback needs to be handled carefully to maintain professionalism and respect. And yet, it can't be generic. If you sent the same email to everyone, you're doing it wrong. Here’s a quick list of best practices for giving feedback effectively:

• Do: Keep feedback specific, focusing on actionable advice.
• Do: Provide examples (from an interview, cover letter, or resume) that illustrate key points for improvement or to demonstrate what heavily influenced your choice to reject.
• Don’t: Use vague or generic statements, as they leave candidates confused and may damage your reputation by coming off as dismissive.
• Do: Use a professional tone, offering feedback that’s constructive rather than personal.
• Do: Apply your feedback to the correct candidate.
• Do: Admit if you had a preference for a candidate coming from in house.
• Do: Offer to meet again or connect the candidate with someone who can help advise them. This one is optional. Companies and individuals may not have the resources to do this. But if you do, you will unlock a new community and likely new opportunities for yourself. This would apply to entry/mid level candidates or career changers: if you know of a mentor (or an educational institution or program) they may benefit from, tell them.

Wrapping Up:

???? Making Feedback the New (Easy) Norm

As transparency and accountability become valued traits in today’s workplace, providing candidates with interview feedback is more important than ever. We learned that feedback shows a company’s commitment to fair and ethical practices, creating a positive reputation that goes beyond just those it hires. But we all know it isn't easy to complete so many tailored communications. That's why companies who at least send a rejection letter are praised over the majority that ghost. But don't strive to be "better" ??? Instead, strive to be the best. Go above and beyond.

Here are some practical tips for companies looking to integrate feedback into their hiring processes to make rejection communications easy:

1. Automate the Process: Use ATS software to manage follow-ups with candidates, making it easier for hiring managers to provide feedback at scale. Provide clear portals for hiring managers to insert that feedback without stress.
2. Establish Feedback Guidelines: Create a simple template for feedback that highlights skills, experience, and alignment with company values.
3. Empower HR and Hiring Managers: Train hiring managers to provide constructive feedback professionally and respectfully, focusing on skill gaps rather than personal qualities.

By adopting a feedback-oriented hiring approach, companies not only help candidates grow but also build a brand grounded in integrity and respect.

Let’s create a more transparent job market, one where both candidates and companies grow from every interaction.

Thanks for tuning in! Have a great interview experience? A nightmare experience? Hiring manager with an opinion? I'd love to hear it in a comment or a message.

References

• CareerBuilder. (2022). "Survey: 75% of Candidates Say They Were Ghosted After Interviewing." Retrieved from CareerBuilder.
• Glassdoor. (2021). "Employer Branding Statistics That Will Make You Rethink Your Approach." Retrieved from Glassdoor.
• LinkedIn Talent Solutions. (2021). "Why Candidates Want Feedback and How It Impacts Your Hiring Process." Retrieved from LinkedIn.
• Talent Board. (2020). "Candidate Experience Research Report." Retrieved from Talent Board.
• Harvard Business Review. "How Feedback Fuels Employee Growth." Retrieved from HBR.
• Jobscan. (2023). The State of Job Searching: 2023 Trends and Data. Retrieved from Jobscan.
• LinkedIn. (2023). Job Search Insights: Data and Trends for 2023. Retrieved from Linkedin.com.