Filling a job opening can take a lot of time. You have to sort through hundreds of applications, review countless resumes, and look for reasons to rule out almost every candidate to find the best one.
The job market is tough, which is why candidates are more interested than ever in receiving insight into an employer’s mind. Many job seekers are on the hunt for a new position for several months – and for some, their job search lasts a year or more. Here’s why they are so intent on getting your feedback:
It can help them land their next opportunity. As you know, it can be difficult to see our own faults. Many people think they’re doing everything possible to land a new job; however, they might be sabotaging themselves in the process. For example, perhaps they’re unaware that they’re coming off as uninterested in the interview because they’re nervous. Or maybe they don’t see the typos and grammar issues in their resume that are turning employers off.
It allows them to improve upon their performance and job search documents. Your detailed feedback can help them understand where they’ve gone wrong and how to improve upon it. For example, perhaps their interview answers were not detailed enough, while the other (chosen) candidate’s were. Telling the candidate this vital piece of information can help them knock their next interview out of the park.
It gives them insight on their weaknesses. What does the candidate need to improve upon in order to land a job in the industry? Do they need to brush up on their interview skills, obtain more experience, or revamp their resume? Whatever the reason, most job candidates don’t realize they have certain weaknesses until an employer points it out during the screening process.
It gives them closure and the opportunity to move on. Even if you’re merely sending an email to say, “I’m sorry, but we’ve selected another candidate for this job opportunity,” candidates want to know their status in order to continue their search for a new job.
Not sure what to say in rejection emails? Here are two ways to offer advice to applicants you didn’t choose:
- Draft the body of an email for any applicant who is not chosen for a job opening. Then, insert one or two individually tailored sentences providing either (1) anything they excelled at during their interview or in their resume or cover letter, or (2) constructive feedback to help them excel later on in their job search.
- Use a generic response for candidates who were not selected; however, include one sentence stating you are able to provide feedback should they be interested on why they were not selected. Then, follow-through on your offer—if they want to know specific reasons, provide as much detail as possible to help them excel in future openings.
Do you give job candidates feedback? Why or why not?