5 Reasons Why You Should Offer Feedback to Unsuccessful Candidates


Many companies within today’s busy working world don’t supply interview feedback to unsuccessful candidates. This is problematic for businesses, employees and society as a whole - and many working professionals believe that this should change. In fact, research undertaken for the Debut Guide to Interview Etiquette revealed that 77% of 18-23 year old’s think it should be a legal requirement for employees to provide feedback after a face-to-face interview.

The student and graduate careers app Debut are targeting this problematic procedure and are campaigning for feedback. Their campaign, titled ‘Fight for Feedback’ is currently being considered by the policy team at the Department for Work and Pensions and is backed by very important stakeholders such as The Employment Related Services Association (ERSA) and The Recruitment and Employment Confederation (REC).

Here at Prestige Recruitment Services, we understand the importance of feedback for both clients and candidates and so have compiled a list of 5 Reasons Why You Should Offer Feedback to Unsuccessful Candidates.


1) Feedback Offers a Great PR Opportunity

The more positive an individual’s experience is with a company, the more positive their review is likely to be. Websites such as Glassdoor allow you to leave reviews of your interview process, which can show other potential employees how to prepare. If a candidate has had a negative experience with your company, they can leave a bad review, which can affect the company’s reputation.

As well as this, word of mouth is a great marketing tool. Even if a candidate doesn’t take the time to write a review on a website, they may still be asked by friends about their interview experience at your company. If your company has taken the time to be transparent and honest during the interviewing process, they are likely to say positive things. This may attract other candidates to want to work for your company, meaning you are attractive to a wider audience of individuals.


2) Future Prospects

When an individual applies for a job, they are a potential candidate for a vacancy. Beyond that, they are also a potential consumer. When a candidate prepares for a job interview, they research your company, products and services. While doing this research, they may like what they see and want to use your company. If after the interview, things are left on bad footing and you don’t supply feedback, they are less likely to want to use your company for their own personal needs.

Candidates may also be potential clients. You never know whether one day your company may want to work with another business – which now happens to be run by a candidate you rejected many years ago. If this candidate has had a negative experience due to lack of feedback and communication, they are unlikely to want to work with your company.


3) A Great Way to Say Thanks

When an individual has an interview with a company, they are likely to spend time and effort preparing for their job interview. Whether that is researching the company or preparing answers for potential questions (or reading our other blogposts), it all times time! A candidate may also have to take time off their current job and spend money getting to the interview location. By giving feedback to a candidate after they have invested money, time and effort into your company, it shows that your company is prepared to mirror this and invest in every person, regardless of if they get the job. It makes candidates feel like they haven’t wasted their time, which all increases satisfaction with your company. 


4) It’s Not as Time Consuming as You Think

By supplying feedback to candidates, you are investing time into them – but it’s not actually as time consuming as you think. Often during an interview, the interviewer will be making notes on the candidate’s responses and the interview process. If you send these notes back to a candidate, it supplies the candidate with what they really want without having to waste a substantial amount of time or resources.


5) It’s the Nice Thing to Do

Many candidates will not hear back from an employer, which often affects their chances with other jobs. Some people will hang on after an interview, hoping to hear something back from their dream job at your company. By supplying feedback and responses to unsuccessful candidates, you are giving them closure in a positive way. Although they may not be a great fit for this specific role, if you supply feedback, the candidate may be able to work on their weaknesses and so something good can still come from their rejection. Supplying feedback to a candidate is the best thing to do as it gives them something substantial to take away from the whole interview experience.


As a candidate, you shouldn’t be afraid to ask for feedback after an unsuccessful job application. If you have been to an interview and spoken to employees from the company, you should treat rejection as a learning curve. By asking for feedback, you can learn from your mistakes and ensure you have the best chances for future job interviews. If you need advice for other job interviews, be sure to check out our other articles like ‘The Top 10 Interview Questions You Should ALWAYS Prepare For!’ or 'What Questions Can I Ask at the End of a Job Interview?'


Jessica Greaney
Digital Marketer
0121 244 5004