Rejection Feedback: Is It Really That Important?

As HR professionals, we often grapple with the delicate task of rejecting job applicants. The common approach has been to send a brief, impersonal message like the one below:

"Dear Candidate,

We regret to inform you that we have selected another more suitable candidate for the role.

Thank you for your time and we will keep your profile in our database.

Sincerely,

The Employer"

However, one of my HR professionals Mr. Michael, argues that this type of feedback is simply not good enough. In his words:

"Such feedback does NOT help! Job seekers need details about the reason for the rejection. They do not need this information out of curiosity, but to improve their job search strategies and interview performance."

This raises an interesting point. Should we, as HR professionals, be providing more substantive feedback to rejected candidates? Let's explore the pros and cons of this approach.

The Case for Detailed Rejection Feedback

The main argument in favor of giving detailed feedback is that it can genuinely help candidates improve and enhance their chances of success in future applications. Specific insights into areas like:

• Gaps in their skills or experience
• Weaknesses in their interview performance
• Misalignment between their qualifications and the job requirements

This information can be invaluable for job seekers as they refine their job search strategy and prepare for upcoming interviews. It demonstrates a level of care and investment in their professional development.        

The Challenges of Detailed Feedback

On the other hand, providing detailed feedback to every rejected candidate can be a significant time and resource investment for HR teams. It also opens the door to potential disagreements or even confrontations, as some applicants may not respond well to constructive criticism (or, you know, any criticism at all).

There's also the risk of legal implications, as overly specific feedback could be interpreted as discriminatory, even if unintentional.

Finding the Right Balance

So, what's the solution to this rejection feedback dilemma? Perhaps a middle ground where HR professionals offer detailed feedback, but only to a select group of candidates who demonstrate a genuine interest in learning and improving. This could be done through an "opt-in" process, where applicants can request additional feedback after being notified of their rejection, similar to how one might opt-in to receive a lifetime supply of glitter in the mail (because who doesn't love a little extra sparkle in their life?).

Alternatively, HR teams could consider hosting periodic "Constructive Criticism Cafes" where rejected candidates can sign up to receive personalized advice and guidance from the hiring team. These sessions could be held in a soundproof room, with the HR professionals wearing protective riot gear, just in case the feedback doesn't go over as smoothly as we'd hope.

As for my own experience with rejection, I'll admit I was a bit disheartened when I recently received a less-than-stellar rejection email from a major tech company and this was the last stage of the interview. The message was short, generic, and left me wondering what I could have done differently.

"Dear Candidate,

"We appreciate your recent application to join ..................................................

Unfortunately, we will not be proceeding with your application at this time.

Please understand that this decision is not a reflection of your abilities but rather a result of our current requirements.

We recognize the effort you invested in the application process, and we thank you for your interest in .................................................................

We wish you every?success in your future endeavors and professional journey.

Sincerely,

If only they had provided a little more detail - where did my qualifications fall short? What specific areas could I improve to be a stronger candidate next time? I had to resist the urge to reply with a strongly worded "soro soke" (speak up) message demanding constructive feedback.        

The key is to find an approach that balances the needs of job seekers with the practical and legal constraints facing HR professionals.

What Do You Think?

As always, we value your input. What are your thoughts on this topic? Should HR teams provide more detailed rejection feedback to job applicants? Or are the risks and challenges too great to make it a viable option?

Share your perspectives in the comments below.

Together, we can work to create a more constructive and empowering job search experience for all.

Until next time,

HR Tales to Tell with Retta!!!

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