The feedback loop. Why asking for it after a job interview might be pointless

We all know that providing and receiving feedback after job interviews is a valuable part of the hiring process. For candidates, it offers insights into their performance and areas for improvement. For employers, it helps build a positive reputation and refine their recruitment strategy. Yet, feedback is often overlooked or handled poorly. Last year, more than two-thirds of those I asked on X had been to job interviews where they received no feedback. In fact, many of them had never heard whether they got the job or not.

Providing feedback to interviewees is not only good for an employer’s reputation; it is also polite and respectful. If I have given up an hour of my time, surely you can spend five minutes sending me some constructive notes on why I did not get the job. The key word there though is constructive. And this is why asking for feedback after a job interview could be a waste of time.

You should insist on feedback, but be aware that it might be as unhelpful as: "We were impressed with your knowledge and skills but felt that other candidates had more relevant experience." This is infuriating because, surely, when you invite someone for an interview, you have an understanding of their experience and whether it is suitable for the role. A good hiring process would ensure that the interviewees are equal in that regard.

A good feedback process should be specific, constructive, and focused on professional skills rather than personal attributes. Even if we know that personality will have impacted your chances. Employers are often concerned about legal implications and do not want to face litigation. However, feedback can be simple: keep it factual and job-related, and highlight where the candidate failed to fully sell their skills or displayed a lack of understanding of the role.

When I prepare clients for interviews, this point is critical. I think you should know about the company but in media, know more than that. You should understand its audience and how it delivers content, where its market is and why it produces certain content in that way. You do not have to critique the content it produces, but you should show that you 'get it'. Unlocking this is vital - and if in the feedback you are told that you were short in this part of the interview it is very useful.

It can be dispiriting getting a 'radio silence' after an interview, but remind yourself that if a company cannot be bothered to provide feedback, they are probably not worth working for. The good hirers are normally the good employers. Do not let it drag you down. Dust yourself off and move on. You will be better without them.