“You’ve not been successful.”
It’s one of the most common responses candidates receive after an interview.
For many clients, it’s treated as feedback.
In reality, it isn’t.
It’s an outcome, not an explanation. And when it’s the only thing someone hears
after preparing, interviewing and investing time in your business, it falls
short of what a professional hiring process should offer.
Why this matters
Most candidates don’t expect coaching or lengthy explanations. They understand
that not every interview leads to an offer.
What they do expect is some indication of why.
When the only response is “you’ve not been successful”, people are left
guessing. Was it experience, skillset, role fit, or simply that someone else
was stronger? That uncertainty is what frustrates people, not rejection itself.
From the client side, it often feels reasonable
Internally, this response can feel efficient. Decisions move quickly, time is
limited, and feedback can feel subjective or difficult to articulate.
But intent doesn’t change impact.
From the outside, that single line communicates a lack of closure, a lack of
respect for the time invested, and a process that prioritises speed over
clarity.
This isn’t about being nice
Clear feedback isn’t about softening the message. It’s about professionalism.
A short, honest explanation closes the loop properly, shows the decision was
considered, and protects your reputation as an employer.
Examples don’t need to be complex:
“We needed deeper hands-on experience with X than you’ve had so far.”
“For this role, we were looking for someone who had already led this type of work end to end.”
“The role requires more day-to-day technical depth than came through in the interview.”
“We needed stronger examples of decision-making at scale.”
“Another candidate demonstrated more experience in this specific area.”
These don’t invite debate. They invite understanding.
Why vague feedback creates bigger problems
CIPD research shows that poor communication and lack of feedback are among the
most common reasons candidates disengage from hiring processes or withdraw
entirely.
When feedback is unclear or absent, strong candidates drop out of future
processes, acceptance rates fall, and employer reputation quietly takes a hit.
People remember how a hiring process made them feel long after the decision
itself.
What good enough feedback looks like
Feedback should be proportionate to the stage reached.
At application stage, a clear rejection is sufficient. After interview, a brief
reason should be standard. At final stage, a short conversation is often
appropriate.
The further someone progresses, the more clarity they deserve in return.
Ownership matters
Feedback doesn’t fail because it’s hard to give. It fails because no one owns
it.
When responsibility isn’t clear, communication slips, messages get delayed, and
candidates are left hanging.
Clear ownership is what keeps standards consistent.
The point
“You’ve not been successful” is a decision.
It isn’t feedback.
And when it’s the only thing offered after an interview, it isn’t good enough.
Clear communication doesn’t slow hiring down. It strengthens it.
Sources & references
CIPD – Candidate experience and recruitmentcommunication
Acas – Recruitment and selection guidance
