I recently saw a LinkedIn post that caught my eye. It highlighted a critical issue in the job application process: the lack of feedback from hiring managers and recruiters. This isn't just about not hearing back after an interview; it's about the absence of constructive feedback that could help candidates improve and enhance their chances in future applications.
In a recent poll conducted by a member of the LinkedIn Premium Career Group, a staggering discovery was made about the frequency of feedback provision in the recruitment process. Out of over 14,000 members who responded, a mere 9% reported that they "often" or "always" receive feedback after requesting it. This is a surprisingly low figure, especially considering these are members who are presumably taking active steps to advance their careers. What's even more concerning is that nearly 60% of the respondents said they have never received feedback after asking for it.
Feedback is a crucial part of any professional journey, especially when it comes to job applications. It helps candidates understand what they did well and where they could improve. Without this feedback, it's difficult for job seekers to make the necessary adjustments to enhance their performance in subsequent interviews. This lack of communication can significantly impact a person's career trajectory and ultimately, their earnings and lifestyle.
The absence of feedback in the hiring process doesn't just affect individual candidates; it has broader implications for the job market and the companies themselves. By not providing feedback, companies miss out on the opportunity to improve the overall quality of their applicant pool. Additionally, it can lead to a negative perception of the company’s brand among job seekers, which can be detrimental in the long run as top candidates might choose to apply elsewhere.
This data should serve as a wake-up call for both recruiters and hiring managers. Improving feedback mechanisms can lead to a more effective hiring process and can significantly enhance candidate experience. Companies need to establish clear guidelines for providing constructive feedback and ensure that their recruitment teams are trained to deliver it in a helpful and professional manner.
For job seekers, while the statistics may seem disheartening, there are steps you can take to increase your chances of receiving feedback:
The feedback gap in job applications is more than a minor issue—it's a systemic problem that needs addressing. With real changes in how feedback is provided, we can hope to see a more transparent, supportive, and effective job market where candidates can thrive and improve continuously. As professionals, whether hiring or applying, it's crucial to advocate for and practice giving constructive feedback—it could make all the difference.
