(It’s hard to get feedback from companies, and this is very important to job seekers. With that in mind, we recently published a new blog on this topic.)
We’ve surveyed thousands of job seekers, and the consensus is clear: employers do not give feedback to job seekers.
[Photo Credit: Jeremy Yap]
Every blog you read talks about the importance of the candidate experience. Every employer you meet leads with, “We value talent,” yet less than 2 out of 10, return on the investment a candidate makes when interviewing. Why?
3 Reasons You Aren’t Getting Interview Feedback From Employers
- They can’t because it’s illegal. Hiring decisions are not made on this basis as commonly as you think, for example, when you get declined due to ‘culture fit’ does not always mean discrimination. That said, your fear of being rejected due to age, gender, or ethnical background could be the culprit. The best way to handle this situation is to move on in your job search. We encourage you to work with people who want to work with you. If an employer is making unethical or illegal decisions around your candidacy, we can assure you — you don’t want to work with them.
- They don’t want to. It’s not a priority. To give meaningful feedback takes time. Time management is a challenge we all face throughout our respective careers. Hiring is no different. When growing companies interview many applicants, making time to give meaningful feedback to job seekers fall by the wayside. It is too easy for hiring teams to argue they are prioritizing their time with those they’re still “trying to recruit.” The reality is you cross from an investment (or someone they’re trying to engage) to a cost center (someone they’ve passed on) in an instant. They rarely inform you of this change leaving you to refresh email and wonder.
- They don’t know how to. The majority of interview processes you encounter are not designed to generate meaningful feedback. The front end of the process aims to screen people out. They do not plan the back end of the process. What this means is if you get passed upon in the first part of the process they have little insight into why you were different than the next candidate. If you get passed upon in the back half of the process, they lack a consistent, repeatable process, which would otherwise yield feedback to help answer the question, “what’s the difference between the candidate you hired and me?” So you’re left with the templated rejection stating they went with another candidate, offering no value in exchange for your investment up to that point.
3 Ways To Get A Return On Your Interview Investment
- Invest your time wisely. Get comfortable with a set of questions and ask them early in the process to qualify whether or not you will invest more of your day (and emotional energy) with that employer.
- Invest less of your energy. What we mean to say is, don’t take it personally. This part is more easily said than done but if you need some reassurance or useful tips on how to manage your emotional state ask people you trust. The experience is more common than you think. You are not alone.
- Make the task of giving feedback simple. When you follow up to ask for feedback ask precise questions such as, “What is one thing I can do better in my next interview?”, or, “Based on my skills and experience am I interviewing for the right job?” Look for a piece of feedback that will increase your chances of success in the very next job application or interview.
The job search is grueling. The job search is more than being productive on a daily basis; it is a mental game. As you run through the process with an employer use this blog post as a reminder, to set some expectations for yourself, and follow-up, to extract some actionable insights as you go. The job search is hard for everyone, hang in there. Keep pushing forward and remember — you’ve got this!
(hirepool.io is like a CRM for the job seeker — check it out)