{"id":999881622,"date":"2017-05-16T20:12:00","date_gmt":"2017-05-16T20:12:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=850051050"},"modified":"2017-05-16T20:12:00","modified_gmt":"2017-05-16T20:12:00","slug":"mastering-the-art-of-candidate-feedback","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback","title":{"rendered":"Mastering the Art of Candidate Feedback"},"content":{"rendered":"

\"\" \u201cSorry, but you\u2019re not a good fit.\u201d \u201cYou\u2019re overqualified for the position.\u201d If you\u2019re under the impression that giving technical candidates some innocuous reason why they didn\u2019t get the job reduces the chances of confrontation or legal exposure, you may be in for a surprise. The truth is that providing impersonal, non-specific feedback to rejected candidates may do more harm than good. \u201cTelling candidates that they were not a cultural fit annoys them and leads them to suspect that the evaluation wasn\u2019t based on merit,\u201d noted Ross Clennett, a high performance recruitment coach and blogger. \u201cPlus, it\u2019s not defensible,\u201d Clennett added. \u201cIf the candidate asks for specifics, you are left stranded without evidence of a deficiency in a key selection criteria.\u201d Worse, 72 percent of candidates who have a poor experience during the hiring process will share their negative experience with others, according to a survey<\/a> by CareerArc. Since many companies use technical evaluations, structured interviews and score sheets to rank a candidate\u2019s qualifications, satisfying a rejected tech pro\u2019s curiosity shouldn\u2019t be that difficult. \u201cTech pros just want an honest and accurate reason why they weren\u2019t chosen, because it helps them in the long run,\u201d acknowledged Logan Bragg, partner with tech recruiting firm Triumph Services. Here\u2019s a look at the types of feedback tech pros are looking for, and the most effective ways to deliver the news.<\/p>\n

Feedback that Works<\/h3>\n

Tech pros want to understand where their technical abilities fell short of the requirements. That\u2019s because receiving honest and direct feedback from technical evaluators helps them compare their skills to that of their peers, and pursue training and certifications that will enhance their value and marketability. \u201cThe more specifics I can provide, the better,\u201d Bragg said. \u201cEspecially when the finalists were fairly equal and the decision came down to small differences in \u2018nice-to-have\u2019 skills or experience with the latest technology.\u201d Tech pros who receive constructive feedback frequently hone their skills and try again, if they like the company. For example, one of Bragg\u2019s .NET contractors made an effort to expand his skillset after a client opted to go with a developer who had more AngularJS experience. A network engineer took steps to acquire virtualization skills after a client selected a candidate who had experience with VMware and Xen. A tech pro may get upset and contact the hiring manager directly if their recruiter can\u2019t provide an adequate explanation, Bragg added, especially when they received positive signals during the hiring process. But they are less likely to get defensive if you provide concrete facts and examples that tie back to the technical interview.<\/p>\n

Turn Subjective Feedback into Objective<\/h3>\n

Giving constructive feedback to a tech pro who was rejected for not coming across as a team player or big picture thinker can be a bit more challenging, admitted Sharon Bondurant, CEO and founder of recruiting firm Tech Finders. Bondurant finds that candidates are more willing to accept subjective assessments when she provides context. She will alsoexplain how soft skills translate into behaviors that lead to success in a particular position. For example, if a developer was rejected because he couldn\u2019t convey the ability to balance the big picture and small details, \u201cI\u2019ll explain that it was a critical competency because the successful candidate would be interfacing with the CIO,\u201d Bondurant said. \u201cI try to turn negative feedback about soft skills into actionable tasks,\u201d she added. \u201cI\u2019ll help a candidate polish up their interviewing techniques, for instance, or prepare examples to questions related to culture or behaviors to help them demonstrate soft skills during their next interview.\u201d<\/p>\n

Tips for Providing Productive Feedback<\/h3>\n

Scheduling a convenient and uninterrupted time to share feedback with rejected candidates over the phone ensures that you have a productive, beneficial conversation. \u201cCatching someone off-guard is never a good idea,\u201d Bondurant said. \u201cHow you present the information makes all the difference. Feedback should be delivered with care in a way that offers help and hope.\u201d Starting with one positive point can lessen the sting, but be sure to disclose the hiring manager\u2019s decision up front, so you don\u2019t get the candidate\u2019s hopes up. Plus, knowing the verdict will encourage the candidate to listen intently to what you have to say. Tailoring feedback based on the candidate\u2019s receptivity and the nature of your relationship is another best practice. For instance, once you\u2019ve established rapport and trust with a candidate, sharing extended, detailed and constructive feedback is preferable. But if you don\u2019t know the applicant well or worry that she might get defensive, focus on one major selection criteria where the gap between the successful and unsuccessful candidate was the greatest and explain the gap in a short, simple sentence. Being brief can keep a feedback session from turning into an argument. Once you\u2019ve shared the news, offer suggestions that will help the candidate improve their chances next time. Always be truthful about whether you will continue working with them or whether your company might consider them for other positions. Tech pros want to know where they stand. They may even refer a colleague once they understand more about why they weren\u2019t selected, especially if you suggest a more suitable position. \u201cBut keep it short,\u201d Clennett advised. \u201cCandidates don\u2019t like being lectured by recruiters.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

\u201cSorry, but you\u2019re not a good fit.\u201d \u201cYou\u2019re overqualified for the position.\u201d If you\u2019re under the impression that giving technical candidates some innocuous reason why they didn\u2019t get the job reduces the chances of confrontation or legal exposure, you may be in for a surprise. The truth is that providing impersonal, non-specific feedback to rejected […]<\/p>\n","protected":false},"author":132,"featured_media":850051050,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2154],"class_list":["post-999881622","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-sourcing-candidates"],"acf":[],"yoast_head":"\nMastering the Art of Candidate Feedback - Dice Hiring<\/title>\n<meta name=\"description\" content=\"\u201cSorry, but you\u2019re not a good fit.\u201d \u201cYou\u2019re overqualified for the position.\u201d If you\u2019re under the impression that giving technical candidates some\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Mastering the Art of Candidate Feedback\" \/>\n<meta property=\"og:description\" content=\"\u201cSorry, but you\u2019re not a good fit.\u201d \u201cYou\u2019re overqualified for the position.\u201d If you\u2019re under the impression that giving technical candidates some\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/dice\/\" \/>\n<meta property=\"article:published_time\" content=\"2017-05-16T20:12:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dice.npgdev.com\/hiring\/wp-content\/uploads\/2025\/02\/shutterstock_128647328-3-3.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2048\" \/>\n\t<meta property=\"og:image:height\" content=\"1373\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback#article\",\"isPartOf\":{\"@id\":\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback\"},\"author\":{\"@type\":\"Person\",\"name\":\"Leslie Stevens-Huffman\",\"url\":\"https:\/\/dice.npgdev.com\/hiring\/authors\/leslie-stevens-huffman\",\"sameAs\":[\"https:\/\/x.com\/leslieshuffman\"]},\"headline\":\"Mastering the Art of Candidate Feedback\",\"datePublished\":\"2017-05-16T20:12:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback\"},\"wordCount\":903,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/dice.npgdev.com\/hiring\/#organization\"},\"image\":{\"@id\":\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback#primaryimage\"},\"thumbnailUrl\":\"https:\/\/dice.npgdev.com\/hiring\/wp-content\/uploads\/2025\/02\/shutterstock_128647328-3-3.jpg\",\"articleSection\":[\"Hiring Candidates\",\"Sourcing Candidates\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback\",\"url\":\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/mastering-the-art-of-candidate-feedback\",\"name\":\"Mastering the Art of Candidate Feedback - 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