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One of the key things that destroys candidate experience is the lack of feedback about rejection reasons.

Feedback is the greatest present you can give a rejected candidate.

Instead of sending them on their way with a generic statement like "we have decided to move forward with more qualified candidates," provide something they can learn from for their next application.

Feedback shows appreciation for their time and creates a positive candidate experience.

So how do you actually provide feedback?

Preferably by phone/video - particularly if the candidate was rejected at later stages of the recruitment process.

Ask if they are interested in feedback - sometimes you’ll get a yes when it’s really a no, but most will be grateful.

Mention something they did right in the process and what impressed you.
Focus on 1-2 skills and provide examples + how they can improve.

For example:
*Technical skill: “We were impressed with your solution, but your code wasn’t clean enough. We suggest practicing code cleaning and getting your code reviewed on these websites…”
*Human skill: “We liked how you approach problems, but your communication was too concise, making it hard to understand your decisions. This position requires clear communication of your thought process. Improve by practicing sharing your thoughts with friends and family.”

Although providing feedback may seem time-consuming, it becomes easier with practice. It’s a fair action that can yield positive results for the candidate experience, employer brand, and your own feedback-giving skills.