The importance of a recruiter’s feedback in the application process

Acceptance or rejection for a role is an integral part of the job-seeking journey. What distinguishes one job-hunting experience from another is the quality of the hiring process, particularly the critical yet influential element of feedback from the hiring team. Why is it important for applicants to receive feedback, when is the optimal time for it, and what kind of feedback holds the most value? This week, we delve into these pressing questions from a recruiter’s perspective and provide exclusive insights from top recruiters in the development sector.

An effective talent acquisition strategy encompasses more than merely assessing candidates' profiles and filling vacancies. It also focuses on providing a positive candidate experience, which can greatly influence both the company and the applicants.

There are several reasons why a company should always strive to improve this part of the hiring process. Let’s dive deeper into these.

Candidate Experience

A survey by Talent Board found that candidates who had a positive hiring experience with a company were more inclined to reapply and recommend the organization to others.

Retention Rates

Providing quality feedback during the hiring process can enhance employee retention. Effective communication about expectations and roles results in increased job satisfaction.

Employer Branding

A favorable candidate experience, which includes providing constructive feedback, enhances the employer brand. Glassdoor reports that 69% of job seekers are more inclined to apply to a company that effectively manages its employer brand.

Productivity and Performance

Effective feedback offers candidates insights into their strengths and areas needing improvement, which can enhance onboarding, performance, and overall productivity.

Time and Cost Savings

Providing feedback during the hiring process can help candidates to understand if they are the right fit, reducing the likelihood of mismatches and saving time and resources for both the candidate and the hiring company.

In order to gain more valuable insight on this subject, we also reached out to experienced recruitment professionals, who were happy to share their expert perspectives on the importance of providing feedback throughout the application process.

One recruiter emphasized the critical role of constructive feedback in recruitment. According to them, offering such feedback not only supports candidate growth but also helps foster strong professional relationships, encourages transparency, and upholds a high standard of professionalism throughout the process.

Opportunities for Growth

Constructive feedback can serve as a powerful tool for candidates, even if they are not the ideal match for a particular role. When delivered effectively, it helps individuals identify their strengths and areas for improvement, offering guidance for future opportunities and career development.

Professionalism and Appreciation

Applicants invest considerable time and effort into each stage of the recruitment process. Providing thoughtful feedback demonstrates respect for this effort and reinforces the organization’s commitment to a fair and professional experience.

Building Relationships and Networking

Recruitment is not solely about filling vacancies—it’s also about cultivating long-term professional connections. Even when candidates aren’t selected, constructive feedback can leave a positive, lasting impression and lay the foundation for future engagement, referrals, or collaboration.

Encouraging Transparency and Accountability

Transparency is a cornerstone of a fair hiring process. Honest and candid feedback increases trust and ensures both candidates and employers are aligned and accountable. Candidates are far more likely to perceive the process as equitable when clear communication is maintained.

Recruiter feedback can and should be provided at various stages of the process:

1. Application Stage

   
   

Personalized and timely feedback after application submission enhances a candidate’s perception of the company and supports self-assessment and growth.

2. Assessment and Testing Stage

   
   

When feedback is shared after evaluations or tests, it helps candidates understand their performance and the specific competencies the organization values.

3. Offer and Negotiation Stage

   
   

According to research from HBR, clear and constructive communication during the offer and negotiation phase can improve talent acquisition and retention outcomes.

4. Onboarding and Orientation

   
   

While technically outside the recruitment phase, early-stage feedback during onboarding helps new hires integrate more smoothly and boosts job satisfaction.

Another professional emphasized the importance of giving feedback throughout the entire recruitment journey. Whether it's in response to résumés and cover letters, presentations, or task completions, timely and specific input on both strengths and areas needing improvement is highly valuable. They also highlighted that the most impactful feedback should come after the final hiring decision, regardless of the outcome. This helps candidates refine their approach and better prepare for future opportunities.

Final word

In conclusion, feedback is essential in the hiring process, benefiting both candidates and recruiters, especially those working in recruitment agencies like DevelopmentPeople.

Apart from identifying and soliciting individuals to fill job vacancies, recruiters also provide constructive feedback to clients, as this helps them to understand the strengths and weaknesses of potential candidates.

It also helps candidates to gain valuable insights into their performance and areas for improvement, as well as giving the clients a glimpse of what is happening on the market, which contributes to informed decision-making in the competitive world of hiring.