At The Talent Set, we specialise in recruiting for marketing, communications, and fundraising roles within the not-for-profit and public sectors. Whether you’re hiring for a charity’s fundraising team or a government communications department, candidates deserve a respectful, inclusive experience and especially when they’ve been unsuccessful.
One of the most valuable parts of that experience is providing interview feedback. While it can feel uncomfortable to deliver rejection, taking the extra time to share constructive, kind, and specific feedback can leave a lasting, positive impression. It supports the professional growth of individuals committed to a career in purpose-led organisations, and strengthens your reputation as an employer.
Why Feedback Matters
How to Deliver Feedback the Right Way
1. Choose the Right Medium
For most rejections, a short email may be sufficient, but where possible, particularly for candidates who’ve been through multiple rounds, a short phone call is more respectful and human. It also allows for a more two-way conversation. Consider scheduling a quick follow-up call to walk through your feedback, rather than delivering it on the spot during a rejection call.
2. Lead with Empathy
Remember, the candidate may be disappointed or even surprised. Acknowledge their effort and thank them for their time. A gentle tone and a bit of space to let the news sink in goes a long way.
3. Recognise Their Strengths
Always start by highlighting what the candidate did well. This not only softens the message but provides important validation that their skills and effort were recognised. Be specific, for example, “Your communication style is engaging and clear,” is much more helpful than “You interviewed well.”
4. Offer Constructive Feedback
Once you’ve recognised what worked, be clear and honest about what could have been stronger. Whether you’re hiring for a fundraising, marketing, or communications role, relate your feedback to specific skills that are crucial in that position.
Avoid vague statements or subjective opinions. Focus on behaviours and skills, not personality.
5. Be Prompt
Try to deliver feedback within a few days of the final decision. Candidates in the not-for-profit and public sectors are often applying to several roles simultaneously and timely feedback can make a big difference to their next steps.
6. Encourage a Two-Way Conversation
End your feedback conversation by inviting the candidate to ask questions. A simple “Does that all make sense?” or “Is there anything you’d like me to clarify?” shows that you're open and respectful of their feelings.
7. Keep the Door Open (If Appropriate)
If you believe the candidate has strong potential for a future role, let them know. Many professionals in marketing, communications and fundraising develop quickly and may soon be ready for the next opportunity. Leaving the door open reinforces a positive experience and keeps your talent pool engaged.
Raising the Standard of Recruitment
Giving interview feedback, especially when it means saying no, isn’t always easy. But in the not-for-profit and public sectors, where people often choose purpose over profit, treating candidates with care and respect is part of what sets you apart.
At The Talent Set, we’re proud to support purpose-led organisations in building thoughtful, inclusive, and effective recruitment processes. By making feedback a core part of your hiring practice, you’re not only helping individual candidates grow but also raising the standard for recruitment across the sector.
