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  • Writer's pictureMatthew Coppola

Unveiling the Mystery: Why Employers Don't Give Suitable and Genuine Feedback After a Job Interview

Securing a job interview is a significant step toward landing the perfect job.

As candidates, we put in countless hours preparing for interviews, researching the company, and honing our skills.

However, one aspect that often leaves candidates in the dark is the lack of suitable and genuine feedback from employers following the interview process.

In this blog article, we will delve into the reasons behind this phenomenon and shed light on why employers often hesitate to provide detailed feedback.

Some reasons why feedback isn't provided after a job interview

1. Concerns:

One of the primary reasons employers refrain from providing comprehensive feedback is the fear of legal repercussions. Employment laws and regulations vary across different jurisdictions, and employers are cautious about inadvertently violating any non-discrimination or privacy laws.

In an effort to minimize potential legal risks, they often choose to provide generic or minimal feedback, focusing solely on a candidate's qualifications rather than personal attributes.

2. Time Constraints and Resource Allocation:

Employers, particularly those in larger organizations, often have limited time and resources at their disposal. The process of reviewing resumes, conducting interviews, and selecting candidates can be time-consuming and demanding.

With numerous applicants vying for a limited number of positions, providing detailed feedback to each individual becomes an arduous task. Consequently, employers opt for a streamlined approach, prioritizing efficiency over extensive feedback.

3. Fear of Confrontation and Bias Accusations:

Delivering constructive criticism can be a delicate matter, especially in a professional setting. Employers may be apprehensive about providing specific feedback for fear of causing discomfort or confrontation.

Moreover, they may worry about potential accusations of bias or discrimination if their feedback is misconstrued or taken out of context. This fear often leads employers to opt for vague or positive-only feedback to avoid any potential conflicts.

4. Competitive Advantage and Confidentiality:

In today's highly competitive job market, companies are focused on maintaining a competitive edge. The feedback shared with candidates may contain valuable insights about the company's strategies, future projects, or internal processes.

Revealing such information to unsuccessful candidates could inadvertently jeopardize the organization's competitive advantage. As a result, employers may opt for withholding specific details and provide more generic feedback instead.

5. Subjectivity and Lack of Consensus:

The evaluation of candidates is subjective, and interviewers may have differing opinions about each candidate's performance. In panel interviews, where multiple interviewers assess a candidate, reaching a consensus on the feedback can be challenging.

The lack of agreement or conflicting opinions among interviewers may lead to diluted or ambiguous feedback being provided to candidates.

Concluding thoughts

The scarcity of suitable and genuine feedback from employers after a job interview can be frustrating for candidates seeking to improve their skills and understand their shortcomings. It's best sometimes to continue applying for jobs, improving your resume and staying positive.

While employers have valid reasons for providing minimal feedback, it is crucial to remember that the decision-making process is multifaceted and influenced by various factors.

Instead of fixating on the lack of feedback, candidates should focus on self-assessment, seeking constructive feedback from mentors or networking connections, and continuously improving their skills to enhance their chances of success in future job interviews.



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