Is it now normal practice not to receive a response after interview?

It’s normal practice not to receive any feedback from an application, but if a candidate has bothered to prepare and spent the time and money to attend an interview (which may involve booking a day’s holiday from work), they should receive feedback.

However, it is worth bearing in mind here the following:

(1) Will they give you the real reasons why they decided not to employ you, as if you disagree with that, write back arguing and challenging the Recruitment decision, it then opens a new whole can of worms for the employer concerned.

Many candidates, if they really wanted the job, write back threatening discrimination if they don’t reverse their decision from higher above or offer them a second interview.

(2) To avoid this, they never give the exact reasons why they did not decide to employ you, but just word it in general terms such as: ‘we received a heavy response, were fortunate to interview a number of high quality candidates and other candidates had more relevant and matching experience which better met the requirements of the role and needs of department.’

In closing however and from my own personal and professional experiences, I can say that once an organisation has decided not to employ you, it is impossible to change their minds.

Feedback also has limited use in that respect because unless there is a common denominator in the equation, it is just specific to the dynamics of that role, organisation and personalities you met on the day.

Tomorrow however you may go for the same or a different role in the same or different type of organisation / sector and click with the interviewers there.

It’s normal practice not to receive any feedback from an application, but if a candidate has bothered to prepare and spent the time and money to attend an interview (which may involve booking a day’s holiday from work), they should receive feedback.

However, it is worth bearing in mind here the following:

(1) Will they give you the real reasons why they decided not to employ you, as if you disagree with that, write back arguing and challenging the Recruitment decision, it then opens a new whole can of worms for the employer concerned.

Many candidates, if they really wanted the job, write back threatening discrimination if they don’t reverse their decision from higher above or offer them a second interview.

(2) To avoid this, they never give the exact reasons why they did not decide to employ you, but just word it in general terms such as: ‘we received a heavy response, were fortunate to interview a number of high quality candidates and other candidates had more relevant and matching experience which better met the requirements of the role and needs of department.’

In closing however and from my own personal and professional experiences, I can say that once an organisation has decided not to employ you, it is impossible to change their minds.

Feedback also has limited use in that respect because unless there is a common denominator in the equation, it is just specific to the dynamics of that role, organisation and personalities you met on the day.

Tomorrow however you may go for the same or a different role in the same or different type of organisation / sector and click with the interviewers there.