A common complaint and cause of frustration and irritation for interviewees is the absence of feedback after their interviews. It wasn’t always this way. In the past, providing feedback and constructive criticism to candidates was standard protocol. The hiring manager or human resources professional would diplomatically inform applicants about what they did well and areas needing improvement. The freely given advice, with the best of intentions, would consist of positive aspects and, when justified, helpful critiques of the candidate—regarding their skills, relevance of background, and interview performance. This proved extremely valuable if the person advanced to additional interviews. Even for rejected candidates, the guidance enabled them to improve for future interviews elsewhere. Candidates could advantageously implement this vital feedback and constructive criticism.
One of the biggest complaints my job seeking clients make about recruiters is that they actually never hear back from consultants sometimes even after they have been for an interview. So they actually receive no feedback, good, bad or otherwise.
While silence can be disheartening, especially after putting in significant effort, there are several reasons behind this lack of communication from the recruiter’s perspective.
- Fear of litigation: Providing constructive feedback on a candidate’s skills can be challenging, as interview processes are not always scientific or standardized. Deviating from structured interviews opens the door for potential disputes over any feedback provided.
- Shifting priorities: If a candidate is no longer being considered for a role, they may not be a priority for the recruiter, who is focused on meeting targets for placements and commission-based earnings.
- Difficulty in delivering disappointing news: Recruiters, being human, often struggle with disappointing candidates, especially when the job is highly sought after. This can lead to postponing difficult conversations.
- Lack of information from employers: Sometimes, jobs may fall through due to changes in employer circumstances, restructuring, or a lack of communication from the client themselves, leaving recruiters without definitive information to relay.
- Vague feedback: Clients may provide vague reasons for rejecting candidates.
- Anticipated resistance to feedback: When a candidate lacks certain “soft skills,” such as communication abilities, they may not recognize or accept the feedback, leading to unpleasant interactions that recruiters aim to avoid.
The best way to receive constructive feedback from a recruiter is to develop a relationship based on trust. I have never had an issue having tough conversations; 99% of the time I am more than happy to continue working with a candidate who has been passed over to help place them. Getting angry and screaming at a recruiter because the client went in a different direction does not help you get a job. Arguing that you should be presented to the company when you don’t have the appropriate skills is not helpful. Lastly, going around a recruiters back, communicating directly with a client after you have been turned down, is not a super productive way to go.
