Getting Feedback From an Interview

One of the things that really bothers me today is most companies do not give feedback after an interview.

I understand the impact that feedback can bring on a company if the wrong words or a misunderstanding are communicated  to the applicant. There could be lawsuits from an unintentional impression, however many larger companies should have guidelines set in place for providing positive feedback and criticism for the individual.

Those companies that do not offer feedback, in my eyes, may have something to hide. Especially if the applicant is over the age of 40, on disability (or previously on disability) and other criteria that the employer feels may impact their decision to hire an applicant, yet they meet or exceed the guidelines provided in the job description to do a job correctly.

With the Title VII of the Civil Rights Act of 1964, many companies will not provide feedback as this law protects the applicant from many forms of discrimination . The unfortunate part is that if an applicant has a disability, which this information is voluntary provided by the applicant within the application process, the employer may turn away from the unknown. In other words, the disability may be something that is not impacted by job performance and the employer will loose out on hiring a high performance and dedicated employee.

Most of these applicants are screened through a computer generated program (and possibly a 3rd party company), which they may never even get a chance to talk to a human being about their own skill sets and qualifications, let alone get feedback from an interview.

I personally fee that we need to change the way we hire, interview, and gain information about background checks for applicants. There may be an underlying situation that is yet to be discovered.

And above all, provide positive and effective feedback to applicants that did not get hired.

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