Not a lot of job candidates are aware that an employer conducting interviews is not legally obliged to explain why they did not hire a certain candidate for the job. For most candidates, knowing the rejection reason would help them focus on the weak areas and try to improve their performance based on the feedback given. However, the majority of hiring managers or HR professionals prefer not to reveal information pertaining to rejection, and keep the rejection details under wraps. If you are wondering why this is the case, read on to find out…
Their layers won’t let them
Attorneys recommend recruiters to refrain from giving reasons as to why a candidate was rejected as the response given by the company may be misinterpreted by the candidate. Companies fear that the reasons of rejection could be seen as discrimination in the recruitment process which in turn can lead to costly and extremely time-consuming lawsuits, putting the firm’s reputation at risk. Recruiters prefer to stay in their comfort zone and avoid giving any feedback at all.
Employers have little time to correspond with applicants
Imagine how many applications and job interviews employers deal with on a daily basis. Drafting a personal rejection letter for each applicant, explaining the unique reasons as to why he/she got rejected (plus having to sugar-coat your words so that the candidate does not get offended) is simply unrealistic!
The feedback may lead to a difficult situation
When recruiters give feedback, chances are the candidate will disagree with what has been said about their performance. Recruiters are put in an awkward situation and things exacerbate when candidates call recruiters and question the legitimacy of their hiring manager’s argument for rejection and show no willing to compromise. Why then, should recruiters subject themselves to such a dreadful situation with someone they are not even hiring?
Jobseekers may start seeking advice on job hunt and personal interviewing
Many times, job candidates believe that recruiters can turn into job coaches and give them invaluable tips about job interviews and job seeking. A recruiter may be kind and sporting enough to help an applicant grow professionally, but not all of them have the luxury and energy to entertain all job seekers. In addition to this, not all recruiters are acquainted with the hiring practices of other organisations.
The answer has nothing to do with you personally
Many times, although candidates do extraordinarily well at the interview, they often forget that someone else could leave the hiring manager amazed with his performance, experience, skills and awards and make a better fit for the job. Maybe the competitor had substantial experience with analyzing raw data, which wasn’t required by the employer, but happens to be an area the company is expanding into next year.
When recruiters don’t give you the reasons you didn’t make the cut, don’t feel offended, upset or take it personally. Put yourself in the recruiters’ shoes and you will better understand why it is not as easy as it seems to provide thoughtful and detailed feedback to every single candidate.
Image source: E-guzellik