Do all employers provide feedback to candidates after they have been for a job interview? No.

Do all recruiters provide feedback to their candidates after their interview? No.

Should they? Yes.

Here’s why:

1) Reflects badly on both employer and recruiter.

First of all, not providing interview feedback does not reflect well on either the employer or recruiter. In terms of the employer, the candidate will not want to deal with them again, and may even encourage others they know to avoid applying for positions with them. As a result, the company could miss out on high quality candidates, who may instead go elsewhere, because of their treatment of previous interviewees.

In the case of recruiters, they may start to collect a negative reputation if they fail to provide feedback after one of their candidates has been in for interview. No feedback obviously means the candidate was unsuccessful in their interview, but by not providing feedback as to why that was, they risk the possibility of the candidate raising awareness of the treatment they received. Consequently, others may be dissuaded from working with the particular recruiter, meaning they may miss out on some talented candidates as a result.

2) It’s part of the job of a recruiter.

Working as a recruiter, one of the requirements of the job is to make sure that feedback is provided to all candidates, no matter whether they got the job or not. Therefore, if a recruiter ignores candidates that do not progress any further in the hiring process, then they are not doing their job properly. It is not just about supporting candidates that remain in with a chance of a job offer, but also those who were unsuccessful. This is important as the feedback given may help the candidate with any future interviews they have. By doing this, the recruiter is ensuring that they are fulfilling all the expectations of their role, as well as building a relationship with the candidate, who may be successful with going for another position with the recruiter in the future.

3) Morally the right thing to do.

Quite simply, providing feedback to a candidate, outlining the reasons why they were not successful in their interview, is the correct thing to do. Both employers and recruiters must put themselves in the shoes of a candidate and ask themselves the question: would they want to know why the didn’t get offered a job? In almost all cases, the answer to this would be yes, meaning they must bear this in mind. By giving feedback as an employer, it will gain a company more respect from the candidate, especially if the feedback is constructive. In the case of recruiters, they have a duty to offer a positive candidate experience throughout the entire process, which includes the feedback stage. However, more than that, they owe the candidate an explanation as to why they were not offered the job. Therefore, acting morally until the end is imperative.

Therefore, it is not just important, but essential that both employers and recruiters offer interview feedback, no matter if the candidate was successful or not. It will help both parties gain more respect and credibility, as well as aiding the development of the candidate, to help them learn from their mistakes in future interviews.

It’s a no brainer, right?