Why do candidates complain about getting feedback, then don’t like the feed back. (Vent)

Understanding Candidate Reactions to Feedback: A Reflection on Recruitment Experiences

In the talent acquisition industry, providing constructive feedback to candidates is often regarded as a beneficial practice. However, recruiters frequently encounter a pattern where candidates express appreciation for receiving feedback, yet subsequently react negatively to the information conveyed. This paradox highlights the complexities of feedback delivery in the hiring process and warrants a closer examination.

A recent experience exemplifies this challenge. During a routine phone screening, I engaged with a candidate who appeared personable and professional. After approximately ten minutes of discussion, it became clear that her experience did not align with the core requirements of the position. Recognizing this disconnect, I informed her that she was unlikely to be a good fit because of gaps in her experience in two critical areas.

The candidate responded unexpectedly. She questioned the purpose of the call, saying, “I saw your email and my resume; why did you schedule this conversation?” My reply was that reviews of resumes often overlook certain details, and that many candidates possess more experience than what’s captured on paper. Her reaction was dismissive: “Oh… whatever,” followed by her abruptly ending the call.

This interaction underscores a common sentiment among hiring professionals: despite efforts to offer honest, transparent feedback, recipients may react defensively or dismissively. It appears that many candidates are unprepared or unwilling to accept constructive critique, even when they initially express gratitude for the feedback.

The recurring pattern suggests that giving feedback during recruitment is fraught with challenges. Candidates often claim to want honest insights but may not be receptive when the reality does not meet their expectations. Consequently, some recruiters may question the value of providing detailed feedback altogether, perceiving it as an exercise in futility.

In conclusion, managing candidate reactions to feedback requires thoughtful communication and an understanding of their perspectives. While transparency is essential, it is equally important to recognize that not all candidates are statically receptive to critique. As hiring professionals, refining our approach to delivering feedback can help foster a more constructive dialogue, ultimately contributing to a more effective recruitment process.