We hear often from job applicants (and even from fellowship and scholarship applicants) about how deeply frustrating it is to be refused feedback in the interview process. They want to grow and improve, but without any feedback at all, it’s hard to do so. If the goal is to advance or get hired and to make a hire, how do we close this gap?

This series is for everyone, both employers and prospective employees. In six parts, we’ll explore the value of feedback, who it is for, what kind is truly needed, and even what damage (and what good) we might do with that feedback. Let’s change and improve the hiring process together. 

Part One: Post Job Interview Feedback Or, don’t let a good opportunity go to waste

It is appropriate for those who move on to the next stage, and for those who are no longer in the process, for everyone at every level of employment, and for those who are “obviously” in need of feedback and those who seem to already have it all. Everyone can grow from post-job interview feedback. 

What kind of feedback do candidates need? What’s the goal of feedback?

The goal of feedback is to help candidates improve toward a next successful interview, whether that is with your organization or with someone else. Feedback can and should highlight areas of growth potential and offer clear, respectful and fair responses toward improvement. Clarity is key.

Why bother with interview feedback?

If a candidate isn’t moving to the next stage of a hiring process, communicating with them is necessary. If no communication takes place, candidates will be naturally resentful, and at the same time, this reflects negatively on the prospective employer and their process. 

If a candidate is moving to the next stage of a hiring process, communicating with them is also necessary. This helps them to understand what was successful and what might not have been, and where they might see opportunities for growth or improvement. It also helps them to prepare effectively for next steps.

Feedback is OPTIONAL

Giving feedback to candidates, though, is completely optional. Why would an employer spend time helping rejected candidates reflect and improve? And why would candidates, at their moment of great vulnerability after a rejection, request this feedback? We hope that, even in our greatest moments of weakness, we might be able to or have the opportunity to grow. We hope that our skills and capacities are not fixed but able to mature and develop over time. Starting a job does not mean that you have all the skills already to do the work. Not getting a job does not mean you’re a bad person or a bad candidate. Both instances–and the range between them–mean an opportunity to learn and grow. Feedback in an interview is both of these, a chance to learn and grow, and to reflect on your candidacy and learn how you might do both, whether you get the job or not.