The Gift of Feedback: A Two-Way Street Between Applicants and Employers
When it comes to the hiring process, one element often goes underappreciated: the power of feedback. It’s not just for employers to give or for applicants to receive—it’s a shared responsibility that can elevate the hiring experience on both sides.
For applicants, providing thoughtful feedback helps employers refine their processes and improve candidate experiences. For employers and recruiters, giving constructive feedback helps applicants grow and builds a reputation as a company that values people over transactions.
This holiday season, let’s talk about why feedback is a gift both applicants and recruiters should exchange—and how it makes the hiring process better for everyone.
Just as candidates want to know what they can do better, employers can benefit from understanding how their process feels from the applicant’s perspective. For example, if an online application portal is clunky or interview questions are unclear, sharing that insight can drive change.
When you share your thoughts on your experience, you are contributing to a better process for others. It’s a small and simple way to leave the hiring ecosystem better than you found it.
And if you don’t land the job, providing constructive feedback leaves a positive impression. It shows professionalism, thoughtfulness, and a willingness to engage—traits employers value in potential hires.
When employers provide Constructive feedback, it is one of the most valuable tools for a job seeker. A LinkedIn study found that 94% of professionals want feedback after an interview, even if they didn’t get the job. It’s a chance to highlight areas of improvement while reinforcing the skills and qualities they excel at.
It not only benefits the candidate—it keeps the door open for future opportunities as well. Candidates who feel supported and respected are more likely to reapply, refer friends, or consider other roles within your company.
And according to Glassdoor, 72% of candidates say receiving feedback improves their perception of the employer. A thoughtful follow-up, even with a rejection, builds goodwill and positions your company as one that genuinely cares about people.
How to Give and Receive Feedback Thoughtfully
For Applicants:
If feedback isn’t offered, politely inquire. For example, “Thank you for the opportunity to interview. Could you share any areas where I could improve for future opportunities?”
If you feel the process wasn’t ideal, frame your feedback constructively. For instance, “I appreciated the opportunity, but I noticed that the application system had some glitches that made it hard to upload my resume.”
Use employer feedback to refine your resume, sharpen your interview skills, or target roles better aligned with your experience.
For Employers:
A rejection isn’t easy to hear, but pairing areas for improvement with recognition of strengths creates a better experience. For example, “We were impressed by your leadership examples, but we’re looking for more hands-on experience in X.”
Generic feedback like “We went with another candidate” leaves applicants in the dark. Highlight actionable insights they can use moving forward.
Timely feedback (within a week or two of the interview) shows respect for the applicant’s time and effort.
For applicants, feedback is a roadmap for growth. For employers, it’s an opportunity to stand out as a thoughtful, people-first organization.
But the magic happens when both sides engage. A hiring process where feedback flows in both directions fosters trust, builds relationships, and ultimately creates a stronger professional community.
This holiday season, let’s make feedback a tradition worth keeping. Whether you’re applying for your dream job or filling a critical role, take the time to give the gift of thoughtful feedback—it’s a gesture that benefits everyone.
