Being turned down for a job you really wanted can be hard to take. You may have spent hours on the application, prepared carefully for the interview and perhaps sat tests or an assessment centre. Feeling disappointed, or even a little resentful, when the rejection arrives is normal.
A short, polite request for feedback is still worth considering. If the employer provides useful feedback, it may help you prepare for your next application.
Why you might have been turned down
A rejection does not necessarily mean you were unsuitable. Sometimes several candidates meet the requirements, and the employer must choose between them. The decision can turn on a particular skill, more experience or how closely someone's background fitted what the team needed. In other cases an applicant may not have met an essential criterion, and feedback can help you find out.
Some employers invite unsuccessful applicants to join a talent pool for future vacancies. Check their recruitment privacy notice or ask whether this is an option.
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Keep it short and professional. Send it to the person who interviewed you or who signed the rejection. If you are unsure who that is, the HR or recruitment team will usually pass it on. If the rejection message explains how or when to ask for feedback, follow that. Otherwise, reply by email if that is how the employer contacted you, unless they specify another route, and aim to write within a week or so, while the interviewers still remember you.
What you can expect depends on the stage you reached. After an interview, an employer may be able to comment on your answers. If you were rejected at the initial sift, detailed individual feedback is often less feasible.
A request will usually:
- include the job title, vacancy reference and interview date, where applicable
- thank the employer for considering your application and, if relevant, for their time at interview
- ask one or two focused questions
You can also say you were disappointed or that you would like to apply again, but this is optional. A straightforward thank you and request is enough.
Focused questions are easier to answer than "why didn't I get the job?" You might ask whether there were areas where your answers could have been stronger, or skills you could develop. Keep a routine feedback request separate from any complaint, request for review or concern about discrimination.
A simple template:
Subject: Feedback request: [job title], ref [vacancy reference]
Dear [name],
Thank you for letting me know the outcome of my application for the [job title] role, and for the opportunity to interview on [date].
I would be grateful for any feedback you could share. In particular, were there areas where my answers could have been stronger, or skills I could develop for similar roles?
Thank you for your time.
Yours sincerely,
[Your name]
Your situation may be slightly different. ask a question below ↓ and our editorial team will reply with our advice.
What to expect in response
There is generally no legal requirement for employers to provide recruitment feedback, although an employer's recruitment policy or a particular scheme may provide for feedback or a review process. Some employers offer a phone call or a detailed reply, others send a brief general message, and some do not reply at all, especially when they have had many applicants. One polite reminder after a couple of weeks is reasonable; more is unlikely to help.
Under UK data protection law, you can ask an organisation for a copy of the personal data it holds about you. This is called a subject access request, and the Information Commissioner's Office (ICO) publishes guidance on how it works. A subject access request may give you access to personal data in interview notes or scores, but it does not necessarily entitle you to complete, unredacted documents or a new explanation of the decision. Information about other people may be withheld, and employers do not have to create records that do not exist. An informal request is usually the better place to start.
If you think you were turned down because of a protected characteristic, such as age, disability, race, sex or religion or belief, that is a separate matter. Do not wait for feedback or a subject access response before seeking advice, because time limits can be short. In England, Scotland and Wales, Acas and the Equality Advisory and Support Service can explain your options, deadlines and early conciliation requirements. Northern Ireland has a different discrimination law framework, and the Labour Relations Agency and the Equality Commission for Northern Ireland can advise.
Using the feedback
Read any feedback carefully before reacting. Some comments may be hard to hear, but they may point to things you can change, such as how you structure answers, the examples you choose or how you present your experience on paper. Send a brief thank you, and if the employer says it would welcome another application, watch its vacancies.
You do not have to act on every point, since feedback reflects one employer's view of one recruitment process. If the same themes appear across several applications, they are worth working on.
Free advice on CVs, applications and interviews is available from the National Careers Service in England, Careers Wales, Skills Development Scotland through My World of Work, and the Careers Service in Northern Ireland. If you are claiming benefits, your work coach or local employment service, such as Jobcentre Plus in Great Britain or a Jobs & Benefits office in Northern Ireland, may be able to suggest training or interview practice.
Asking for feedback takes a little effort and will not always bring a reply. When it does, it can help you learn from a disappointing outcome.
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