HIRING FEEDBACK: A Recruiter's Duty to Applicants

As a young Human Resources professional, one of the aspects of my job that I am most passionate about is hiring. The process of discovering talented candidates can be thrilling, yet the excitement often dissipates when candidates' qualifications don't align with job expectations, or the unwritten requirements set by hiring managers. One practice I value deeply is providing feedback to candidates, even to those who are not shortlisted. It’s a practice rooted in professionalism and respect for the effort candidates invest in applying.

Unfortunately, many recruiters fall into the habit of sending generic, templated responses to unsuccessful candidates or, worse, not responding at all. This approach misses a vital opportunity to impact lives. By initiating communication with a candidate, recruiters take on a role that goes beyond hiring; they become momentary mentors. Providing constructive feedback can help candidates refine their approach, bridge skill gaps, and enhance their prospects.

Saj-Nicole Joni, in The Power of the Third Opinion, emphasizes the transformative impact of feedback. She writes, “When leaders actively seek diverse perspectives, they uncover insights that challenge their assumptions and fuel improvement.” Applying this wisdom to recruitment, feedback to candidates serves as a "third opinion," offering them insights they might not have considered otherwise. This approach aligns with a recruiter’s core responsibilities, including understanding candidates beyond surface-level resumes and representing organizational values authentically.

From a leadership perspective, feedback exemplifies an organization’s commitment to growth and inclusivity. From a business analyst’s lens, it enhances the candidate experience, fostering a positive employer brand. As HR professionals, we must recognize that the hiring process is not merely transactional; it’s an opportunity to build trust and goodwill. Candidates often form lasting impressions about a company based on their interaction with recruiters. Providing meaningful feedback shows that every applicant matters, even if they are not the right fit for the current role.

Yes, providing personalized feedback may seem like an additional task in a busy schedule. However, as recruiters, we have a responsibility to be catalysts for growth and change. In today’s interconnected world, where voices amplify rapidly on platforms like LinkedIn, companies risk reputational damage if they ignore candidates. By showing applicants how their skills align; or don’t with role requirements and offering guidance on improvement, recruiters can transform the hiring process into a truly impactful experience.

In conclusion, feedback is not just a professional courtesy; it’s a leadership principle. As recruiters, let us take the time to offer genuine insights that uplift candidates and reflect the values we aim to embody. After all, everyone deserves to feel valued and heard. #GODSEAGLE