Effective Rejection Feedback: A Guide for Givers

Incorrect feedback can be as harmful as no feedback at all. When rejecting candidates, it is crucial to provide feedback that is both valid and constructive. This article provides a comprehensive guide on how to deliver rejection feedback that can help candidates improve for future opportunities.

What to Focus On

When giving rejection feedback, one key aspect is choosing the right areas to focus on. It's vital to highlight skills or areas that candidates can actually learn from and improve. For instance, let's say a candidate has completed a technical interview. Instead of stating general criticisms, it's more helpful to point out specific skills they can develop, such as their proficiency with a particular programming language or their understanding of a specific technical concept.

Identifying Skill Gaps

A common scenario in interviewing is when a candidate lacks a specific skill that is crucial for the role. In this situation, it is important to discuss the missing skill and suggest resources where they can acquire the necessary knowledge. For example, if the candidate struggles with data structures and algorithms, you might recommend online courses or self-study materials that can help them improve. This not only provides actionable feedback but also shows your commitment to the candidate's growth and development.

The Importance of Objectivity

It's essential to make sure that the feedback you provide is objective and based on specific, factual information. This means avoiding personal biases and ensuring that the feedback is rooted in observable criteria. For instance, if a candidate scored a theoretical 9.6, and another candidate scored a 9.7, it's productive to inform the candidate that their score was close to the top of the range. This can be both reassuring and motivating, even in the face of rejection.

Supporting Positive Mindsets

When providing feedback, it's equally important to support a positive mindset. Let candidates know that rejection is a temporary situation and that they can improve with effort and dedication. Emphasize the skills they already exhibit and encourage them to keep striving for excellence in their future endeavors. This approach not only helps in maintaining a healthy self-image but also motivates them to view the feedback as a stepping stone for growth.

Best Practices for Giving Rejection Feedback

Be Specific: Avoid vague statements and provide concrete examples. This helps the candidate understand exactly what went well and what can be improved. Be Timely: Deliver feedback as soon as possible after the interview to ensure the information is still fresh and relevant. Be Balanced: Recognize the strengths and highlight areas for improvement. A balanced feedback is more likely to be well-received. Be Actionable: Provide suggestions for improvement that are clear and feasible. For example, recommend specific resources, courses, or readings. Be Honest but Supportive: Be truthful without being brutal. Encourage candidates to continue learning and growing, even if they didn't receive an offer.

Conclusion

Effective rejection feedback is a powerful tool for guiding candidates towards improvement. By focusing on actionable insights, maintaining objectivity, and fostering a positive mindset, you can make rejection less daunting and more enriching for those who experience it.