Why I Believe Post-Interview Feedback Holds No Real Worth

Feedback following a job rejection can be a double-edged sword. On one hand, it offers valuable insights into areas for improvement, such as interview skills or specific qualifications. On the other hand, this feedback may lack objectivity, completeness or care for the candidate altogether.

Employers often don’t reveal the full or real reasons behind their decisions, particularly when those decisions involve subjective judgments or internal factors, potentially leading you on a frustrating and unproductive path of searching for answers.

As they say, "one's trash is another's treasure". I have been to plenty of interviews where my core selling points were considered to be my weaknesses. Or my core selling points were so good that I was "too big" for the role or vice versa they did not feel I had enough of "you name it" what it is.

Still feeling ghosted? Hear me out.

The best feedback is the one you walk away with after the interview. It is based on the overall sense you got from the session. You do not need anyone else's validation beyond your own. Because... If I continuously modified by pitch based on my "spilt milk" interview, believe me, I would still be jobless.

In saying that, here are a few points to consider:

Why Post-Interview Feedback Can Be Irrelevant

The Mirage of Consistent Feedback

One of the primary challenges with post-interview feedback is its often-inconsistent nature. Candidates may receive conflicting reports from different interviewers, each with their own subjective take. One might praise your assertiveness, while another suggests you lack confidence. This inconsistency can leave you questioning your approach and doubting your capabilities, uncertain of which direction to pivot.

The Trap of Irrelevance

Feedback can sometimes focus on elements that are either too broad or too trivial to offer any real value. Comments like "You were a great fit, but we chose someone else" provide little insight into specific areas of improvement. Similarly, feedback that harps on minor details such as attire or a conversational slip can detract from your core competencies and achievements. This lack of relevance can lead to frustration, as it feels more like an exercise in politeness than a genuine attempt to help you grow.

The Dangers of Over-Reliance

Relying too heavily on post-interview feedback can also be detrimental to personal growth. Constantly adjusting your approach based on every piece of feedback can lead to a dilution of your authentic self. It’s akin to chasing a moving target; by the time you’ve adjusted, the criteria may have shifted once again. This can lead to a cycle of endless modifications, where your core strengths are overshadowed by a series of superficial tweaks.

Trusting Your Own Judgment

In an ever-evolving job market, the most valuable feedback often comes from within. After an interview, take a moment to reflect on your performance. Trust the instincts that guided you through the conversation. Consider what felt right and what might have gone differently, based solely on your own experience and understanding. This self-assessment not only fosters confidence but also encourages growth that aligns with your personal and professional goals.

Lack of Specificity

Feedback is often too generic, failing to provide specific, actionable insights that can help you improve. For instance, if an interviewer remarks that a candidate "lacked enthusiasm," it does not pinpoint the exact behaviors or phrases that could have conveyed greater interest. Instead, specific suggestions—such as maintaining eye contact, asking engaging questions, or expressing excitement about the potential role—would provide meaningful guidance for future interviews.

Similarly, when an employer states that a candidate's experience "wasn't the right fit," it offers little in the way of practical advice for self-improvement. A more constructive approach would include details, such as the need for a deeper understanding of industry-specific tools or a suggestion to highlight specific competencies that align more closely with the job requirements.

Subjective Nature

Post-interview feedback can often be based on personal opinions rather than objective criteria, making it less reliable as a tool for improvement. Consider a scenario where an interviewer feels that a candidate was not a "cultural fit" for the team; this feedback can lack substance and clarity. Instead, illustrating what constitutes a cultural fit within the organization, such as collaboration styles or decision-making processes, would provide candidates valuable insights.

More prudent feedback could involve specific examples, such as, "We are looking for candidates who actively share ideas in team brainstorming sessions," which could guide the candidate towards better demonstrations of collaborative skills in future interviews. This shift towards a more objective, criterion-based feedback approach not only helps candidates in their professional growth but also ensures that companies continue to attract individuals who align closely with their core values and expectations.

Cultural Fit and Communication

The concept of cultural fit remains a cornerstone in the recruitment process; however, its subjective nature demands careful articulation to be truly effective. Employers often seek candidates who not only possess the technical skills required but also embody the values and attitudes that resonate with the organization’s ethos. For instance, a company that prioritises innovation may thrive on hiring individuals who demonstrate a willingness to take risks and experiment with unconventional ideas. In this context, it would be beneficial to convey explicitly what "innovation" means within the organization. Examples could include encouraging employees to share novel concepts in meetings, presenting ideas during company-wide showcases, or participating in hackathons focused on problem-solving.

To further exemplify the importance of clarity in feedback related to cultural fit, consider an organisation that values teamwork. Instead of vague remarks such as “not a good team player,” an employer could provide specific instances that illustrate teamwork expectations. Feedback could read, “We look for candidates who actively seek input from others during collaborative projects and leverage diverse perspectives to refine their proposals.” By providing such concrete examples, candidates understand not only the desirable behaviours but also how to effectively embody them in their future interactions, leading to a more constructive dialogue and, ultimately, higher job satisfaction for both parties involved.

By fostering an environment where cultural expectations are communicated transparently, employers can attract candidates who resonate with their mission and values. This alignment not only enhances team cohesion but also propels the organization towards its strategic goals, creating a more dynamic and innovative workplace.

Overqualification

In today’s competitive job market, the paradox of overqualification often arises, where candidates possess more experience or credentials than the role demands. Unfortunately, this can lead to a misalignment between their capabilities and the expectations of the hiring organisation. For instance, consider a situation where an employer seeks a mid-level project manager. A candidate with ten years of experience in senior leadership roles may be perceived as a potential challenge rather than an asset, leading to concerns about the candidate’s adaptability to a less senior position.

Moreover, feedback related to overqualification can be particularly elusive, often lacking clarity. Instead of simply stating that a candidate is "overqualified," employers might provide insights such as, “While your extensive experience is impressive, we are looking for someone who can effectively engage with our current team structure without overshadowing colleagues with less experience.” This nuanced feedback not only presents a clearer perspective on the hiring decision but also guides the candidate in understanding how to tailor their approach in future applications, whether by highlighting collaborative experiences or demonstrating flexibility in their role expectations. By addressing overqualification openly, employers can foster a transparent dialogue that encourages candidates to align their strengths with the specific needs of the organisation.

Time Constraints

Employers often operate under tight deadlines and high-stakes environments that can limit their capacity to provide detailed feedback to candidates. This can lead to instances where comments are reduced to vague expressions, such as "not the right fit" or "lacking some skills." For example, a candidate who spends hours preparing for an interview might leave with nothing more than a cursory remark, such as, “We’ve decided to move forward with another candidate.” This not only leaves the individual in the dark regarding the specific reasons for their rejection but also hinders their ability to improve for future opportunities.

Furthermore, consider a hiring manager who faces a backlog of positions to fill; they may resort to standardised responses that lack personalised insights. In such scenarios, a candidate who possesses strong analytical skills yet was turned away from a data analyst role due to a lack of specific industry experience might receive a generic rejection, failing to highlight how their capabilities could still provide value in a different context or sector. A more tailored approach from employers could involve specifying how these analytical skills could translate into the desired role, thus offering useful guidance for the candidate in seeking similar positions or adjusting their skills for future applications.

Focus on the Negative

Feedback might focus on perceived weaknesses rather than strengths, which can be demotivating. When candidates receive critiques that centre predominantly on their shortcomings, it can cultivate feelings of inadequacy and hinder their confidence in pursuing future opportunities. For instance, if a candidate is told that they lack the necessary experience without any recognition of their transferable skills—such as a strong work ethic or adaptability—they may leave the interaction feeling discouraged rather than motivated to improve.

Consider a scenario where a recent graduate applies for a project management position. They may have demonstrated exceptional organisational skills and innovative problem-solving capabilities during their academic projects, yet they receive feedback highlighting their lack of formal experience in the field. This narrow focus on a weakness can obscure their potential, as it overlooks the value of their academic achievements and soft skills. A more balanced approach would involve acknowledging these strengths while also providing constructive suggestions for gaining relevant experience, such as recommending internships or mentorship opportunities in project management.

Specific Examples When Feedback Might Feel Like a Waste of Time

Vague Comments

Receiving feedback like "We went with someone who was a better fit" without any details on what "fit" means can leave you without clear guidance on how to improve.

Contradictory Feedback

Getting conflicting feedback from different interviewers, such as one saying you were too assertive and another saying you weren't assertive enough, can be confusing and unhelpful.

Generic Praise

Hearing only positive but non-specific comments like "You did great, but we chose someone else" doesn't provide any insight into areas for improvement.

Focus on Unchangeable Factors

Feedback that highlights factors you can't change, such as not having a specific degree or years of experience, can feel irrelevant if you already meet the job's stated requirements.

Overemphasis on Minor Details

Receiving feedback that focuses on trivial aspects, like your choice of attire or a minor slip in conversation, rather than your skills or experience, can be frustrating.

Lack of Constructive Criticism

When feedback doesn't offer any constructive criticism or suggestions for improvement, it can feel like a missed opportunity for growth.

While feedback can sometimes offer valuable insights, it's important to weigh it against your own self-assessment and career goals. Use it as one of many tools for growth, but don't let it define your path or deter you from pursuing your objectives. In the end, the best feedback comes from within understanding your own strengths and areas for improvement will always be your most valuable asset in the job market.

Truly Yours

Narghiza E.