Is Feedback Really a Gift in Recruiting?
Why candidates crave feedback, why companies hold back, and how to balance constructive feedback with legal and emotional sensitivities.
They say feedback is a gift, but in the world of recruiting, that “gift” can be a tricky one to give. On one side, candidates crave feedback; they want to know what they did well and where they missed the mark. On the other side, companies are often careful-about what they share, partly to avoid legal risks but also to sidestep any hurt feelings. So, is feedback actually helpful in recruiting, or does it just open a can of worms?
Why Candidates Want Feedback
Imagine this: you’ve prepped for the interview, taken time off work, and given it your best shot. You wait, hoping to hear back with news on whether you landed the role, but even if you didn’t, you at least want some insight into what you could improve.
For many candidates, feedback is about growth. It’s a tool to help them do better next time, especially when competition is stiff and they’re putting everything on the line.
Unfortunately, after all that effort, most candidates end up with a generic response like, “We’ve decided to go with another candidate.” Without any context, that feedback feels like a dead-end instead of the constructive advice they were hoping for.
Why Companies Are Careful About Giving Feedback
If candidates are all for feedback, why do companies hold back? Well, it’s not always because they don’t care. It often comes down to legal risks and reputation.
For recruiters, giving feedback isn’t as simple as saying, “Here’s what you could improve on.” One wrong word, even with the best of intentions, can be misinterpreted and lead to complaints or worse. Anything that could be seen as biased or subjective- like saying a candidate isn’t the “right fit”- can be risky.
So, to protect themselves, many companies adopt a cautious approach. They may skip feedback altogether, or if they do give it, they keep it short and vague. While it might protect the company, it leaves candidates feeling shut out, wondering what they could have done better.
How This Impacts the Candidate Experience
When candidates don’t get any real feedback, it can be frustrating and a little disheartening. You’ve given your best, only to get ghosted or sent a generic rejection email. It’s easy to see why candidates might feel like just another number in the hiring process.
However, on the flip side, feedback isn’t always easy to take, especially right after a rejection. Some candidates, especially when emotions are high, may struggle to hear criticism constructively.
It’s a delicate balance: candidates want transparency, but receiving that feedback without feeling judged can be a tough line to walk.
Finding the Balance: How Companies Can Provide Helpful Feedback
When companies take the time to offer thoughtful feedback, it can turn a disappointing experience into a positive one. Many candidates leave the process feeling respected, even if they didn’t get the job.
Here’s a practical list for recruiters on how to work with the Legal department to help implement a feedback culture:
Get Legal Training on Feedback Guidelines: Collaborate with the legal team to understand what types of feedback are safe to share and how to phrase it. Regular training sessions can provide recruiters with guidelines for compliant communication.
Legal Office Hours: Some companies offer "Legal Team Office Hours," where recruiters can bring specific cases or questions, gaining real-time guidance on tricky feedback scenarios.
Feedback Templates: Templates, reviewed by the legal team, can guide recruiters in consistent and compliant feedback delivery, ensuring they cover necessary points without risk.
The Bottom Line
Feedback in recruiting isn’t easy, and it’s definitely not one-size-fits-all. While candidates genuinely want feedback to grow, companies have to tread carefully.
In an ideal world, feedback would always be specific, constructive, and free from risk. But even in the real world, a little effort to share clear, objective feedback can go a long way toward building a respectful, transparent hiring process.
For candidates, knowing the challenges recruiters face can help make sense of why feedback isn’t always given.
This post isn’t about glamorizing the lack of feedback; it’s about helping candidates understand why they may not be receiving feedback at all. Legally, companies often have strict policies in place, and recruiters are required to follow these guidelines closely to protect both the organization and the candidate experience.