How can you give negative feedback to candidates diplomatically?
Learn from the community’s knowledge. Experts are adding insights into this AI-powered collaborative article, and you could too.
This is a new type of article that we started with the help of AI, and experts are taking it forward by sharing their thoughts directly into each section.
If you’d like to contribute, request an invite by liking or reacting to this article. Learn more
— The LinkedIn Team
Giving negative feedback to candidates can be challenging, especially if you want to maintain a positive employer brand and avoid hurting their feelings. However, it is also important to be honest, respectful, and constructive, as it can help candidates improve their skills, understand your expectations, and apply for more suitable roles in the future. In this article, we will share some tips on how to give negative feedback to candidates diplomatically, without damaging your reputation or relationship with them.
Explain the purpose of feedback
Before you deliver any negative feedback, make sure you explain the purpose and value of it to the candidate. Tell them that you appreciate their interest and effort, and that you want to help them grow and learn from the experience. Emphasize that your feedback is based on your specific hiring criteria and goals, and that it does not reflect their overall worth or potential. By framing your feedback as a learning opportunity and a sign of respect, you can reduce the candidate's defensiveness and increase their receptiveness.
-
I prefer to tell the candidate that the employer provided feedback and ask if they'd like me to share it. There's no sense in offending someone who isn't eager to improve. I share feedback if I think it is valid, and will be helpful for the candidate to take into consideration for future interviews. An example of "fair and helpful feedback" - The client was looking for more detailed answers with specific examples.
58
-
I'm not sure why you would ever give a candidate negative feedback unless you're an agency recruiter. As an internal recruiter, you can't assume that: 1) Your feedback is welcome or appreciated 2) Your perspective on what they could improve is useful for them, or 3) It's appropriate for you to jump in with feedback, given your relationship. About that third point -- your relationship with the candidate is a business relationship. You are not their therapist or friend. If they ask for feedback, great -- but if not, keep your feedback to yourself. I cringe when I hear from a candidate who says, "An interviewer told me to change this or that - should I?" It's a good question. Where else in life do we offer unsolicited feedback to strangers?
33
Be specific and factual
One of the worst ways to give negative feedback is to be vague, general, or subjective. For example, saying "you were not a good fit" or "you lacked enthusiasm" can leave the candidate confused, frustrated, or offended. Instead, you should provide specific and factual examples of what the candidate did or said that did not meet your expectations or standards. For example, you could say "you did not demonstrate enough knowledge of our product" or "you did not answer the behavioral questions with concrete situations and results". By being specific and factual, you can avoid personalizing or exaggerating the feedback, and make it easier for the candidate to understand and accept it.
-
I think great feedback is as easy as ABC so make it: Actionable - something they can change Balanced - fair and non critical Compassionate - coming from a point of care
40
-
I once received critical feedback about not providing enough info in my introduction. While it was hurtful to hear in the moment, it was specific and factual - never forgotten that conversation and went on to become a career coach and much stronger networker.
20
Use positive language and tone
Another way to give negative feedback diplomatically is to use positive language and tone. This means avoiding words or phrases that are harsh, negative, or accusatory, such as "you failed", "you were wrong", or "you should have". Instead, you should use words or phrases that are polite, constructive, or encouraging, such as "you could improve", "you have potential", or "you can try". You should also use a friendly and respectful tone of voice, and avoid sounding angry, sarcastic, or dismissive. By using positive language and tone, you can convey your feedback in a more supportive and respectful way, and avoid hurting the candidate's feelings or confidence.
-
There are universities and other government agencies and even some private employers that have policies against praising or acknowledging candidates. The fear is that even a smile or a nod could be seen as favoring one candidate over another. That is ridiculous, but there are plenty of ridiculous policies out there, as you know. I'm not sure you want to give any kind of feedback to candidates -- that is, unless they ask for it. But if they ask for it, be sure your feedback is encouraging overall.
17
-
I have found starting with “you” often creates a defensive posture…also try; “What I needed to see/hear/learn was (XYZ)… “I didn’t see the (specific skill set , experience or education) needed in this role…”
(edited)13
Balance criticism with praise
Another tip on how to give negative feedback diplomatically is to balance criticism with praise. This means acknowledging the candidate's strengths, achievements, or positive aspects, as well as pointing out their weaknesses, mistakes, or areas for improvement. For example, you could say "you have excellent communication skills and a great personality, but you need to work on your technical skills and knowledge" or "you showed a lot of creativity and initiative, but you need to follow the instructions and guidelines more closely". By balancing criticism with praise, you can show the candidate that you recognize their value and potential, and that you are not only focusing on the negative aspects.
-
Additional consideration instead of “but” try “and” or start a new statement e.g. “..you showed great initiative and creativity. I also needed you to follow…” “But” often serves to dismiss the preceding statement so the “compliment sandwich” isn’t received positively.
9
-
This is a great point. I try and stick with a 3+3 framework so offer candidate 3 things they did really well and 3 things they can work on for their next opportunity. Even if you do get some defensiveness or push back initially most people appreciate the transparency.
3
Invite questions and feedback
Finally, you should invite questions and feedback from the candidate after you give them negative feedback. This means asking them if they have any doubts, concerns, or comments about your feedback, and listening to their perspective and response. You should also encourage them to ask for more details, examples, or suggestions on how to improve their skills or performance. By inviting questions and feedback, you can show the candidate that you care about their opinion and experience, and that you are open to dialogue and learning. You can also use this opportunity to thank them for their time and interest, and to wish them good luck for their future endeavors.
-
Only asking for feedback from gold medalists will give you a biased view of your performance. Asking those you're rejecting for feedback will help you perfect your delivery.
7
-
After sharing the good, the bad, and the ugly, it's crucial to invite questions and feedback from the candidates! 🗣️ Let's open the floor for doubts, concerns, or any comments they've got. We should be all ears for their perspective! And don't stop there, ask for more details or examples to fuel that improvement fire! We're in this together, and we should want to hear what they have got to say.
3
Here’s what else to consider
This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?
-
Negative feedback is always better than no feedback at all. More often than not, when unsuccessful in a hiring process, candidates are left with no feedback at all, or ‘placeholder’ feedback that doesn’t relate to their performance at all - i.e - “Other candidates were more suitable”. I think that much of this boils down to the fact that humans often don’t like what they perceive to be a potentially confrontational conversation. If you’ve got to deliver negative feedback, remember that the person on the other end will genuinely want to hear where they might improve, and that your feedback may just help them tweak their approach or style to get the next role they apply to. You’re doing them a service!
17
-
I have had candidates thank me for feedback that helped them get their next job. I've also given feedback that had candidates take very personally, when the feedback wasn't personal. Giving feedback to candidates is important, and how you do it is even more important. As much as it can be uncomfortable, having a conversation, rather than an email can make all of the difference in the world.
4