Receiving a job rejection is disappointing, but it also presents an opportunity for growth. Choosing to seek feedback is a proactive strategy for future success, not an admission of failure. It transforms a closed door into a learning moment, empowering you to refine your approach and improve your candidacy for the next opportunity. This step can reframe the experience from a setback to a step forward in your career.
The Benefits of Seeking Feedback
Requesting feedback provides actionable insights for professional development. A hiring manager’s perspective can illuminate specific areas for improvement, whether in your interview skills, your resume’s presentation, or the way you articulate your experience. This allows you to make targeted adjustments to your job-seeking strategy, increasing your chances of success in subsequent applications.
The act of asking for feedback demonstrates maturity and professionalism. It signals to the employer that you are resilient, open to constructive input, and committed to your personal growth. This can leave a lasting positive impression, potentially keeping the door open for future roles within the organization.
Seeking feedback can also provide a sense of closure, allowing you to move on more effectively. Without understanding the reason for a rejection, it is easy to speculate or internalize the decision negatively. Gaining clarity helps to demystify the outcome, allowing you to process the experience constructively and redirect your energy toward new opportunities.
When and Who to Ask for Feedback
It is advisable to wait at least 24 to 48 hours after receiving the rejection before reaching out. This pause allows your initial emotional response to subside and gives the hiring team time to complete their internal processes. Sending a request too soon can appear reactive, while waiting longer than a week may result in the hiring manager forgetting specific details of your interview.
When deciding whom to contact, a corporate recruiter typically has a broad overview of the process and can provide feedback on your general application strength. They may have insights into how you compared to the overall candidate pool.
The hiring manager, however, is often the best source for role-specific feedback as they best understand the job’s day-to-day requirements. Direct your request to the individual with whom you had the most substantive conversations during the interview process. If your primary contact was a recruiter, it is still appropriate to ask them, as they can often relay feedback from the hiring manager.
How to Craft Your Request
Communicate your request professionally via email. The subject line should be clear and recognizable, such as “Following up on the [Job Title] position,” to provide immediate context.
Begin the email by expressing gratitude for the opportunity and their time. Acknowledge their decision respectfully with a simple sentence like, “Thank you for the opportunity to interview for the [Job Title] role and for letting me know of your decision.” This sets a gracious tone and makes them more receptive to your request.
The core of your message is the ask for feedback. Frame it as a request for guidance to aid your professional development. For instance, you might write, “As I continue my professional growth, I would be grateful for any feedback you might be willing to share regarding my application or interview that could help me improve in the future.”
Conclude your email by reiterating your thanks and extending good wishes. A closing like, “Thank you again for your time and consideration. I wish you and the team all the best in finding a suitable candidate,” ends the communication on a positive and professional note.
Here is a concise template you can adapt:
Subject: Following up on [Job Title] Interview
Dear [Hiring Manager’s Name],
Thank you again for the opportunity to interview for the [Job Title] position at [Company Name]. I genuinely enjoyed learning more about your team and the role.
While I was disappointed to hear I was not selected, I respect your decision. To help with my professional development, I would be very grateful if you could share any feedback on my interview or qualifications. Any insights you could provide would be valuable for me as I move forward in my job search.
Thank you for your time and consideration. I wish you and [Company Name] all the best.
Sincerely,
[Your Name]
What to Do After You Ask
If the hiring manager or recruiter provides feedback, your next step is to listen or read it with an open mind. Resist the natural impulse to defend yourself or debate their points. Arguing will only damage the professional relationship you have maintained, so it is important to accept their perception as their reality.
Once you have received their thoughts, always send a prompt thank-you note. A simple email expressing your appreciation for their candor and time is sufficient. For example, “Thank you so much for taking the time to share this feedback. I appreciate your insights and will use them for my professional development.”
It is also possible that you will not receive a response. Companies may have policies against providing feedback to avoid legal risks, or the hiring manager may simply be too busy. If a week passes with no reply, it is best to let it go. Do not send multiple follow-up emails, as this can appear demanding.
Common Mistakes to Avoid
When asking for feedback, it is important to avoid certain behaviors that can undermine your professionalism.
- Adopting a demanding or entitled tone. Remember that providing feedback is a courtesy, not an obligation. Phrasing your request as a demand will almost certainly ensure you do not receive a response.
- Questioning or challenging the hiring decision. Your email should not be a platform to argue why you were the best candidate or to ask for a reconsideration. The goal is to gather information for your future growth.
- Sending a lengthy, rambling email. Hiring managers are busy, and a concise, to-the-point message is more likely to be read and responded to. Keep your email focused on thanking them and asking for feedback.
- Using a generic template without personalizing it. Mentioning the specific job title and the person you spoke with shows that you are thoughtful and demonstrates genuine interest and respect for their time.