You submitted your resume for the perfect job. You were contacted for a phone interview, which went well enough that they scheduled an in-person interview. Next they asked you to take pre-employment assessments. You’re feeling confident you’d make a valuable addition to their team. You’re expecting good news, but instead receive a form email letting you know you didn’t get the job. What now?
Chances are you’re deflated and wondering why they didn’t hire you. Reaching out to the employer who took a pass is an opportunity to learn details that help you get your dream job in the future. But asking why you didn’t get the job or for interview feedback takes some diplomacy and self-reflection. Here’s how to ask why you didn’t get the job, and an important first step:
Pause for a Minute
Take a breather before making any phone calls or sending any emails. If you’re emotional, some defensiveness may enter your tone of voice or your writing. Even if it’s unintentional, it won’t serve you well. Take a day or two to let the bad news sink in while continuing the job hunt at other companies. Go out for a cup of coffee with friends who are supportive and encouraging.
Figure out exactly why you are seeking feedback. If you are looking for confirmation that they were foolish not to hire you and made a big mistake, don’t reach out to the company. (Only you know in your heart of hearts if this is your reason for touching base.) If you truly want to learn how you fell short, whether it was lack of skills and experience, or unclear interview answers, asking your hiring contact person could be helpful. When you are feeling more grounded, you can make an effort to find out the reason (or reasons) you didn’t get the job.
Know a Response Isn’t Guaranteed
The truth is, most HR managers won’t respond when you ask for further details about why you weren’t hired. Indeed, a 2015 CareerBuilder survey of job seekers found 73 percent of candidates never learn why they aren’t hired following an interview.
If you don’t get a response to your outreach, it may simply be because the hiring managers and recruiters are too busy. It’s also possible the company has a policy of declining such requests because they are concerned about legal actions over perceived discrimination. They believe the chances of a lawsuit are lower with a short form email letting you know you are no longer in the running.
If you get no response, understand it’s not personal. It’s a business or time-related decision that has nothing to do with you. If this happens, assess for yourself any possible missteps during the interview process you made and move on.
How to Ask Why You Weren’t Hired
Reach Out by Phone
Because of the legal issue outlined above, hiring managers aren’t likely to respond to your questions in writing. If possible, call the person who took the lead during the interview process because they are probably among the key decision makers and will have the most valuable insights. Only reach out with emails and phone numbers you received directly from the recruiter or interviewers. It is inappropriate and off-putting to track down contact information through other sources.
Reach Out by Email
If email is your only point of contact, it’s still worth a shot, but know your odds are lower. Thank them for their time and let them know you appreciated learning about their company. Then let them know you are interested in learning from the experience and would appreciate feedback on how you can improve as a candidate. It’s possible you will catch the hiring manager on a light day and they will take the time to respond.
Be Professional and Polite
Be courteous and professional in all your communications, and express your thanks whether they are able to respond or not. If you reach out with an open mind and a genuine interest in learning more, you’ll have the best chance of hearing back.
Even though you weren’t hired for this position, it’s possible you made a positive impression and they would consider you for future open roles. You should be as professional during this outreach process as you were at every stage of the hiring process or you will undermine opportunities that arise later.
Be Brief and Specific
Be clear that you’re only asking a few short, specific questions and don’t expect them to take an hour out of their busy day to respond. Tell them you understand they are going above and beyond by giving you any time at all.
The questions you ask will vary depending upon your experiences and things discussed during the interview. Don’t ask “Why didn’t I get the job?” or “What did I do wrong?” These questions project insecurity, and are too vague. Precise questions will make it easier for the HR manager to respond. Here are some sample feedback questions to inspire your own:
- Were there specific skills or work experiences you were looking for that I did not have?
- How did my skills compare with the person who was offered the position?
- Can you share two or three things I need to improve as a candidate in your view?
Listen and Say “Thank You”
If you are on the phone, listen attentively to their answers and take notes. Once they’ve answered, thank them one last time and sign off. Whether they are gentle or blunt, hearing the reasons why you didn’t make the cut can be difficult. Don’t argue or question their observations. If they respond via email, send one final, short email back to thank them. Don’t request clarifications or ask more questions. These are red flags that you are not truly open to feedback and they won’t likely consider you for future openings.
Learn and Apply
Hopefully you receive helpful and honest feedback. Perhaps you’ll learn your answers to interview questions were rambling. Or that you don’t have enough real-world experience using a critical skill. Or that you didn’t show enough genuine interest in their company. It’s also possible they’ll share that you were a top candidate, but they hired someone whose job experience was a stronger match. Whatever they say, keep their feedback in mind before heading in for your next interview. If you have a series of interviews and don’t land a position, you may need to hire an interview or career coach to help improve your interview performance, soft skills, and resume.
Many people are happy to help, provided they have time to spare, and you may be pleasantly surprised with a thoughtful response. Whether you get an answer or not, reaching out for feedback is a brave move. Feel proud and continue on your job hunt better prepared with your new insights and ready to land a position that’s right for you.
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I am an experienced professional in the field of human resources, specializing in talent acquisition and the intricacies of the hiring process. With a proven track record of successful candidate placements and a deep understanding of the dynamics involved in recruitment, I have been involved in various stages of the hiring process, from initial resume screening to conducting in-person interviews and managing pre-employment assessments.
Throughout my career, I have encountered diverse scenarios where candidates, despite a seemingly positive interview process, were ultimately not selected for a position. This has given me valuable insights into the dynamics of candidate evaluation and the challenges faced by both job seekers and hiring managers.
Now, let's delve into the concepts mentioned in the provided article:
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Post-Interview Rejection: The article discusses the common scenario of a candidate receiving a rejection after going through multiple stages of the hiring process. This includes submitting a resume, a phone interview, an in-person interview, and pre-employment assessments.
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Seeking Feedback After Rejection: The article emphasizes the importance of seeking feedback after a job rejection. It outlines the potential benefits of understanding the reasons behind the decision, even though it acknowledges that not all employers provide detailed feedback.
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Emotional Resilience: The importance of emotional resilience is highlighted, advising candidates to take a breather before reaching out to the employer. Emotional reactions can impact the tone of communication, and the article suggests giving oneself time to process the rejection before seeking feedback.
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Likelihood of Receiving Feedback: The article cites a 2015 CareerBuilder survey, stating that a significant percentage of candidates (73%) never receive feedback on why they weren't hired. It explains that HR managers may not respond due to various reasons, including time constraints and legal concerns.
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Methods of Reaching Out: The article provides guidance on how to ask for feedback, suggesting that candidates should reach out by phone whenever possible. It also acknowledges that email can be used if it's the only point of contact, but the response rate may be lower.
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Professional Communication: Emphasizing the importance of professionalism, the article advises candidates to be courteous and express gratitude, irrespective of whether they receive a response. It also encourages candidates to maintain a professional demeanor, as it may impact future opportunities with the company.
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Specific Feedback Questions: The article provides sample questions that candidates can ask to seek specific feedback. It advises against vague questions and encourages candidates to be brief and clear in their inquiries.
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Listening and Acceptance: The importance of actively listening to feedback without arguing or questioning is highlighted. The article advises candidates to thank the employer for their insights, whether the feedback is positive or points out areas for improvement.
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Learning and Application: The article concludes by emphasizing the value of learning from the feedback received. It suggests incorporating this feedback into future job search strategies, including improving interview performance, soft skills, and resume presentation.
In summary, the article offers practical advice for candidates navigating the challenging process of seeking feedback after a job rejection, drawing on my extensive expertise in talent acquisition and human resources.
