Daniel Patel, Recruitment Director at Eursap, says the tension between rising CV volumes and meaningful candidate feedback is one of the most pressing challenges in hiring today.
“The number of applications has risen dramatically, and the introduction of AI technologies has made applying to various positions easier than ever before. This means that there is a problem in terms of quantity right at the beginning of the hiring process, where companies now receive not dozens, but hundreds or even thousands of resumes.”
He explains that this shift has changed how employers prioritise their time.
“With such numbers, providing each applicant with feedback on an individual basis is not practical. With all due goodwill, it simply comes down to resource management. Recruitment teams need to weigh their application reviews carefully, their ability to move forward with applicants, and overall process management. Somewhere along the line, feedback must come second.”
Candidates still expect transparency
Daniel is clear that rising application volumes do not remove the expectation from candidates.
“On the contrary, candidates’ expectations have become opposite. Candidates demand transparency. Candidates need to know the reasons for their rejection and how they can better themselves in the future. From the point of view of candidates, it makes complete sense because they may have made efforts in the application process.”
He says the result is a growing disconnect between what candidates want and what employers can realistically provide.
“You are dealing with a scenario in which volume is growing, while there are increasing expectations about communication and experience. Without strategy, the result will be dissatisfaction all around; candidates are being ignored, and employers are becoming overworked.”
Structured feedback can help recruitment teams manage scale
Daniel notes that some organisations are finding more effective ways to respond.
“What we’re getting from mature recruiting teams is a move to structured feedback as opposed to complete personalisation throughout the process. This could be anything from automated communications with specific explanations of why candidates were rejected to giving personalised feedback only to those who progress further in the process.”
He adds that prioritisation is key.
“It is not the case that each step of the process requires the same amount of expectation. At the initial stages, broad-based feedback is sufficient. Once an applicant is done with the interview or assignment, the expectation is different. Now, specific feedback is required.”
Feedback can protect employer’s reputation
“Feedback does not only entail closing a feedback loop but also nurturing a relationship with your potential employees. Even when not offered positions, candidates who have had positive experiences are much more likely to return and recommend their friends or network with the organisation. This is crucial in today’s competitive world.”
He recognises the potential of technology to help connect the two sides, but warns against relying on it too heavily.
“AI is great for handling large numbers of people, but it can also enhance communication in some capacity if applied properly. For instance, sorting out common rejection reasons or assisting recruiters in offering feedback through well-defined frameworks. One risk would be the over-dependence on technology at the expense of human interaction.”
A balanced approach is needed
Daniel says employers need to be realistic about what can be provided at scale, while still treating candidates fairly.
“Employers cannot give comprehensive feedback to all their applicants; thus, candidates should know that. However, the emphasis here is on offering clear, consistent, and fair evaluations to candidates. When candidates understand what is going on with an organisation and that their opinions matter in a sense, everything works out well.”
He concludes that broad feedback is often necessary at scale, but candidates should still have a route to more detailed communication when appropriate.
“While broad-based feedback is often necessary at scale, Eursap believes candidates should always have access to more detailed insights if they request it. In cases where candidates push back on generalised feedback, the team ensures a recruiter follows up with more personalised feedback via email or offers a call to discuss the decision in greater depth.”