Rethinking Recruitment: The Case for Providing Feedback to All Applicants

After several decades of employment in academia and industry, both in Australia and Internationally, I'm once again applying for roles after my most recent employer decided to close down their business. So, with a freshly crafted update to my CV I've been enthusiastically applying to roles where I believe my skills, experience and expertise could add value.

Cognisant that there are very many applicants who are equally or more capable and experienced, I know it is a hyper-competitive job market. As a consequence I know that I need to spend significant time and effort ensuring my applications meet the various criteria set out in position descriptions. I've treated each application with as much dedication as I would putting forward a business case, grant proposal or policy document for sign off by a board.

However, I've started to notice that for too many of the roles to which I have applied, I've heard nothing but crickets in reply, often weeks after the submission deadline and an automated "thanks we've received your application" message.

I've been thinking this through and would welcome the perspective on the following by recruiters, HR professionals and others engaged in the practice of hiring.

I've asked around friends and acquaintances, especially those who have applied for roles at one time or another, and the consistent feedback I've received in that the silence that follows submission of a job application has become a disheartening norm for countless candidates. The pervasive practice of "ghosting" unsuccessful applicants (those not shortlisted) not only leaves them in the dark, but also tarnishes the reputation of organisations that fail to communicate. With advancements in technology and changing societal expectations, it's time to challenge this status quo and advocate for a more transparent and respectful recruitment process. Here's why there should be no barrier to providing all applicants with feedback.

Technological Solutions Make it Feasible

Modern Applicant Tracking Systems (ATS) are designed to streamline the recruitment process, including the capability to automate communications with applicants. Features like progress bars on application portals or automated status updates can significantly enhance the applicant experience by providing much-needed transparency. Moreover, mass communication tools enable the sending of personalised rejection emails at scale, ensuring that every candidate receives a response. These technological solutions dismantle the argument that high volumes of applications make feedback unfeasible.

Enhancing Candidate Experience and Employer Branding

A positive candidate experience is crucial, not just for the applicants who make it through but for everyone who interacts with your brand. Providing feedback, even in the form of a simple rejection notice, acknowledges the effort and time invested by candidates. This practice not only fosters goodwill but also enhances your employer brand, potentially turning rejected candidates into future applicants or brand advocates.

Ethical Considerations and Setting Industry Standards

Offering feedback is a matter of respect and professionalism. It demonstrates an organisation's commitment to ethical practices and transparency in its recruitment process. By adopting feedback provision as a standard practice, companies can lead the way in setting new industry norms, encouraging a shift towards more communicative and candidate-friendly processes.

Addressing Practical Concerns

Volume of Applications: The argument that the sheer number of applications prevents companies from providing feedback is increasingly weak in the face of automated communication systems. A generic response or update is better than no response at all.

Generic vs. Personalised Feedback: While personalised feedback is ideal, even generic feedback can offer valuable insights to candidates, helping them understand where they might improve for future applications.

Legal Concerns: Companies often cite potential legal risks as a reason to avoid providing feedback. However, general, respectful feedback that focuses on the selection process and avoids discriminatory language minimises legal concerns.

In conclusion, the excuses that have long justified the lack of feedback in the recruitment process are becoming untenable. The benefits of providing feedback - from enhancing the candidate experience and employer branding to promoting ethical practices and setting new industry standards - far outweigh the perceived barriers.

As recruitment professionals and HR leaders, you have the tools and the moral imperative to improve your communication with all applicants. Be the lead in transforming recruitment into a more transparent, respectful, and candidate-centered process.

I welcome your perspective.

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