Why Companies Don't Provide Honest Feedback to Rejected Candidates

Job hunting can be a stressful process, often compounded by the frustration of receiving a rejection without any constructive feedback. Despite the potential benefits of offering feedback, many companies choose not to provide it to candidates they reject, or they provide a generic fit-all-candidates feedback like " We are sorry to inform you that we 've decided to move forward with other candidates, whose expeience and skills fit better to the role and our requirements". The reasons for this can be multifaceted, involving legal, practical, and strategic considerations.

1. Legal Concerns

One of the primary reasons companies avoid giving feedback is the fear of legal repercussions. Providing specific reasons for a candidate's rejection can be perceived as discriminatory, potentially leading to lawsuits. Even well-intentioned feedback can be misconstrued or misrepresented, creating a legal risk for the company. By maintaining a policy of non-disclosure, companies minimize the possibility of legal entanglements.

2. Time and Resource Constraints

Another significant factor is the time and resources required to provide individualized feedback. High-volume recruiting processes, particularly for large organizations, result in hundreds or even thousands of applications. Allocating the necessary time to offer detailed feedback to each candidate can be impractical for HR departments who already have a high volume of work load to handle.

3. Strategic Considerations

From a strategic standpoint, companies might avoid providing feedback to maintain a competitive advantage. Sharing specific insights about what the company values in candidates could inadvertently reveal internal priorities and strategies. Additionally, companies may be concerned that candidates who receive feedback might argue or negotiate for reconsideration, complicating the hiring process further.

4. Emotional and Psychological Impact

There is also the consideration of the emotional and psychological impact on candidates. Companies may prefer to avoid potentially hurting candidates' feelings or damaging their professional confidence, especially if feddback is not delivered tactfully.

5. Employer branding Concerns

Negative feedback can be easily misinterpreted by candidates, especially if not communicated clearly and constructively. A candidate who feels unfairly criticized or disrespected might share their negative experience online or within their professional network. This can lead to a tarnished reputation for the company, portraying it as insensitive or unprofessional. In the digital age, platforms like Glassdoor and LinkedIn give candidates a voice to share their recruitment experiences. Negative feedback that comes across as harsh or unconstructive can lead to unfavorable reviews. These reviews are often visible to a wide audience, including future candidates and customers, and can negatively influence their perception of the company.

Conclusion: While receiving feedback can be invaluable for job seekers looking to improve their chances, companies are often against providing it due to legal risks, resource constraints, and strategic concerns. Understanding these reasons can help candidates better navigate the job search process and seek alternative ways to gain insights, such as requesting informal feedback from trusted contacts within the industry or conducting self-assessments to identify areas for improvement.

Every rejection is one step closer to your next offer. So accept it as part of the process, even without getting a specific feedback, and keep moving with a positive attitude.