HR Recruitment

HR Recruitment – The Importance of Providing Feedback During the Hiring Process

Finding the right candidates for job openings is one of the most challenging aspects of HR recruitment. However, providing feedback to applicants during the hiring process is often a key area that gets overlooked. When done well, this simple part of the recruitment process can make a big difference to the talent you attract and the employer brand you build.

Guess what, candidates who don’t receive feedback during a recruitment process talk. Particularly in the world of HR where professionals actively network with their peers both face to face and online.

By sharing meaningful feedback with your candidates, you’re expressing gratitude for their time and enabling them to grow professionally. Afterall, feedback is a gift and most job seekers will expect some level of critique from a potential employer.

In this article, we explore the importance of providing feedback during the hiring process and the strategies you can put in place to ensure it actually happens!

The Importance of Providing Feedback During the Hiring Process

Attracts Top Talent

If your business is renowned for providing rich and relevant feedback to its candidates then you will attract quality applicants to your vacancies. If you get labelled as an employer that doesn’t respond to job applications or ‘goes cold’ following an interview, then candidates are more likely to ‘deselect’ themselves from your recruitment processes.

Additionally, if a great candidate has previously had a negative experience with your business (for a different role), then they’re very unlikely to consider future opportunities with you.

Once bitten twice shy…

Enhances Candidate Experience

Providing feedback during the hiring process will enhance the candidate experience. Candidates who receive feedback are more likely to feel engaged and invested in the process. They will appreciate the time and effort put into providing feedback and feel more confident in their abilities and your bought-in to you as an employer. This can lead to a more positive overall experience for the candidate and a higher likelihood of them accepting a job offer.

Increases Retention Rates

Candidates who receive feedback during the hiring process are more likely to remain with the organisation for an extended period. This is because they are more invested in the organisation and feel like they are part of a team. Candidates who do not receive feedback are more likely to feel disconnected and may leave the organisation soon after being hired.

Encourages Candidate Referrals

Providing feedback during the hiring process can also encourage candidates to refer others to your organisation. Candidates who have a positive experience are more likely to recommend your organisation to others. This can result in a larger pool of high-quality candidates and save you time and resources in the hiring process.

It’s a win / win! 

Provides Insights for Future Hiring Processes

Providing feedback during the hiring process can also provide insights for future hiring processes. Feedback can help you identify areas for improvement in your hiring process in order to make necessary changes. This can lead to a more efficient and effective hiring process and improve the overall recruitment experience for candidates.

Challenges in Providing Feedback

Time Constraints

One of the main challenges in providing feedback during the hiring process is time constraints. Hiring managers and recruitment professionals often have a lot on their plates and may not have the time to provide detailed feedback to every candidate. This can be especially challenging for organisations that receive a large number of applications.

Limited Technology

Without the help of an Applicant Tracking System (ATS), managing a recruitment process can be challenging. A good ATS will enable you to update your candidates simultaneously with regards to the status of a role. This can be incredibly effective for sending out tailored email updates that feel personal, without having to contact every candidate individually.

This kind of software also enables you to keep on top of your role(s) and organise which candidates are in process, whether they’ve been fed-back to, and what the next steps for them are. In addition to storing all their relevant information and CV.

In the absence of a good recruitment technology system (or ATS), balls will get dropped and unfortunately candidate communication is an obvious area that suffers.

Unclear Assessment Criteria

One of the other reasons why businesses struggle with giving feedback to candidates is because they weren’t clear on what they were looking for in the first place. They’ve decided someone is not right for their role, but they don’t have anything to share with regards to ‘why’, so they simply share nothing at all. 

Before you start recruiting for your business, make sure you have a framework that you’re assessing candidates against. It will help you move the right candidates to the next stage and enable you to provide relevant feedback to all applicants throughout the process.

Being the Bearer of Bad News

Most recruiters will tell you that delivering negative feedback is the part of their job they enjoy the least.

Afterall, who likes telling someone that they didn’t get the role they’d pinned all their hopes on? It never feels good!

However, despite our natural inclination to ‘please’ and deliver good news, we must bite the bullet and deliver that negative feedback to provide the candidate with closure and offer them any useful pointers to take into their job search.

Strategies for Providing Effective Feedback

Be Honest and Specific

When providing feedback during the hiring process, it is essential to be honest and specific, particularly when a candidate has given up their time to interview with you. 

In this scenario, candidates need to know exactly what they did well and what areas they need to improve on. Providing vague feedback can be confusing and unhelpful for candidates. Hiring managers and recruiters should use specific examples to support their feedback and provide actionable suggestions for improvement.

We find using WhatsApp voice notes can be really helpful for sharing rich feedback with candidates in the absence of sending an email, which obviously takes more time to compose.

Use Positive Language

It is also important to use positive language when providing feedback. Feedback should be delivered in a constructive and supportive manner that encourages candidates to improve. Positive language can help to build candidates’ confidence and make them feel valued, even if they did not get the job.

Deliver Feedback in a Timely Manner

Feedback should be delivered in a timely manner. Candidates are eager to receive feedback and may lose interest or become disengaged if they have to wait too long. Hiring managers should aim to provide feedback within a reasonable time frame, ideally within a few days of the interview.

Offer Suggestions for Improvement

Feedback should not just focus on what candidates did wrong, but also on how they can improve. Offering specific suggestions for improvement can help candidates to develop their skills and become more competitive in future job searches. Hiring managers should also be willing to answer any questions that candidates may have about their feedback.

Encourage Feedback from Candidates

Finally, organisations should also encourage feedback from candidates. Candidates may have valuable insights into the recruitment process that can help you to improve your hiring strategies. Encouraging feedback can also help to build candidates’ trust and make them feel more invested in the process.


Providing feedback during the hiring process is essential for attracting top talent, enhancing the candidate experience, and improving future recruitment processes. While there are challenges involved, organisations can overcome them by investing in the right recruitment technologies, being honest and specific, using positive language, delivering feedback in a timely manner, offering suggestions for improvement, and encouraging feedback from candidates. 

By providing meaningful feedback, organisations can create a positive and engaging recruitment experience for candidates and improve their overall recruitment outcomes.


Is providing feedback during the hiring process mandatory?

No, it is not mandatory, but it is highly recommended for organisations that want to attract top talent and improve their recruitment outcomes.

What are some legal considerations when providing feedback during the hiring process?

Organisations need to ensure that feedback is given in a fair and objective manner to avoid any legal issues. Feedback should not be based on discriminatory criteria, and it should not violate any employment laws or regulations.

How can organisations encourage feedback from candidates?

Organisations can encourage feedback from candidates by asking for it directly, providing anonymous feedback channels, and creating a culture of openness and transparency.

What is the best way to deliver feedback during the hiring process?

Feedback should be delivered in a timely and constructive manner, using specific examples and actionable suggestions for improvement. Hiring managers should also be willing to answer any questions that candidates may have about their feedback.

The Benefits of Working with a Specialist HR Recruitment Agency

One of the main benefits of working with a specialist HR Recruitment Agency is their in depth understanding of the specific HR industry and the types of roles and candidates that are required.

This means that they are better equipped to match the right candidates with the right roles, resulting in a better fit and a higher chance of success for both the candidate and the employer.

Another benefit of using a specialist HR recruitment agency is that they are likely to have access to the latest technologies and recruitment tools, such as applicant tracking systems, online assessments and virtual interview platforms.

These technologies can help to streamline and automate recruitment processes, making the task of finding and hiring the right candidates much more efficient and effective. Furthermore, a specialist HR recruitment agency will have a larger database of qualified and skilled candidates, which can save a lot of time and effort for the employer in terms of recruitment process.

Additionally, a specialist HR recruitment agency will have a dedicated team of recruitment experts who are well-versed in the latest recruitment trends and best practices. They will be able to provide valuable insights and guidance to employers throughout the recruitment process, helping to ensure that the right candidates are identified and hired.

This can also be beneficial for the candidate as the specialist agency will be able to provide them with guidance and support throughout the recruitment process, helping them to understand the company culture, the role and the expectations.

In conclusion, using a specialist HR recruitment agency that utilises the latest technologies can bring significant benefits when compared to using a general recruitment agency that employs more traditional recruitment practices.

Why Choose PEEQ HR Recruitment Agency?

The average fill rate amongst HR Recruitment Agencies is 46%, but at PEEQ our average fill rate sits above 90%, So you are twice as likely to make a hire if you choose PEEQ

This is due to two reasons:

Firstly, we only partner with our clients on an exclusive basis, so we ‘own the responsibility’

Secondly, we don’t employ recruiters. Instead, we work with trusted and proven freelance HR recruiters, to hire for our clients.

We give them the tools and infrastructure to be successful, and the rest is down to their magic and experience. Our Associates are not employed by us and only get paid for making a successful hire.

This makes them incredibly tenacious and committed to finding the best talent, which is why our fill rate sits above 90%, compared to the industry average of 46%.

More reasons to work with PEEQ

Psychometric insight reports

Obtain a unique insight into your candidates’ Cultural Fit, Strengths, Decision Making and Resilience through our accredited assessments.

Post-hire executive coaching

Set your hire up for success with a tailored coaching programme that helps them achieve their full potential personally and professionally.

Up to 6 month guarantee

Confidently select your preferred candidate with our ‘surety of hire’ 6 month rebate period. The ultimate comfort for a big decision.

BeTalent Accredited Approach

We are proud to offer the BeTalent Accredited approach that enables us to deliver scientific candidate assessment, in accordance with the British Psychological Society standards.

This solution is for you if you want:

  • An objective way to determine who is the best fit for your role
  • A comprehensive understanding into your new hire before they start
  • Peace of mind that you’ve made the right hiring decision

Get in Touch with PEEQ HR Recruitment

We are here to help you. If you have any questions, queries or would like to discuss a potential hire, a job application, or require clarification on anything detailed on our website, then we would love to hear from you.

Please feel free to call, email or complete the form provided and we will assist you.

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