Ever done an interview and wished you got feedback on what could have gone wrong? You are sure you did a great job; you said the right things, said them the right way, and you even believe you connected with the hiring team. However, after the interview, you wait for a response and get nothing or receive a brief email on how unfortunate it is that they are unable to proceed further with your application. This occurrence is normally referred to as the candidate black hole, where an applicant never hears back from the employer or recruiter, or a candidate gets taken through interview rounds and never to be told whether they did or didn’t get the job. As a job seeker, not knowing why your application or interview wasn’t successful can leave you with frustration and doubts that can shake your confidence and abilities to the core. Lack of feedback encourages an adverse candidate experience, according to Olivia Karungi, an employee with a construction firm. Job hunters are aware of the discomfort and confusion that comes with this silence. Being kept in the dark as a candidate can be the most frustrating experience, that’s why employers and their hiring team need to put this into consideration, she says. She believes this feedback can be enlightening and helpful for what most applicants want to know is how they can improve and best prepare for future interviews. According to LinkedIn, 94% of candidates want to receive interview feedback, but only 41% have received it before. Some company owners and managers question the feasibility of this process, indicating that offering interview feedback to all candidates is somewhat impractical. Steven Tushabe, a business manager says giving feedback after an interview is a kind and respectful gesture for candidates; however, it can be time consuming since job applicants are usually in big numbers. But Silver Tuyisenge an employee argues that with the present and advanced technology, such processes should in fact be made easier and hence given priority for their added benefits. “Much as this is done for the candidates, companies too benefit. When you offer feedback, you are appreciated as a company and this contributes positively for your brand.” A double-edged sword? Gilbert Rukundo, Director of Operations at Millennium Pundit, a management consultancy company says giving interview feedback comes with both advantages and disadvantages. First and foremost, I believe it’s a double-edged sword. Needless to say the positive impact overshadows the negative impact, he says. “Interview feedback is more of public relations. It does create a positive image for your business or company. Coming back to unsuccessful candidates makes a candidate to be more loyal and positive towards the company and who knows, they could be your future potential clients or even employees.” In other words, it’s an investment in itself, Rukundo adds. He goes on to explain that with it, there is part of engaging or bringing closer your possible future clients and part of letting your possible future employee about their weaknesses and strengths. The director however cites that some unsuccessful candidates may get verbally violent or abusive to the person that contacts them. “Imagine in this Covid-19 period, to call someone that believes they got the job and you all of a sudden give them such bad news! I believe over 50% of the companies that never call back, do so to dodge some rude characters.” Nonetheless, companies are recommended to consider post-interview feedback. Because for most, it is one of the vital tools to foster a positive and motivating experience for everyone and remains fundamental in building a stronger workforce.
