Hiring managers are interested in the chosen candidate and so they have little interest in anyone else at that point. Often the real reason an organisation does not feedback on why they have rejected a candidate is simply that they don’t have to respond. There is little benefit for the recruiter to give feedback to candidates. And, in reality, hiring managers don’t have the time, motivation or resources to write to every rejected candidate with personalised feedback. Once an organisation has decided that you are not the perfect candidate they’re looking for to fill the vacancy, unfortunately, you will drop off their radar.
Time can overtake good intentions
Another point to remember is that hiring processes can be long and drawn out, so that by the time the hiring manager gets to the final selection, the precise reasons for rejecting you as a candidate, has in many cases, been forgotten. Some hiring managers will give feedback when requested but you may find that it’s vague and too unspecific to be particularly helpful.
The final decision whether someone gets hired often comes down to ‘fit’. Unfortunately, this ambiguous term can mean so many different things but in many situations, there is a thin line between the candidate that got the job and the one who came second.
Interviews are a learning experience
A lack of feedback doesn’t necessarily mean you did anything wrong or bad it just means that on this occasion, the organisation chose to hire someone else. It is always a good strategy to have other interviews lined up so that you don’t overly invest your mental energy in the organisation that rejects you. Treat all interviews as a learning experience and move on to the next opportunity.
This post was adapted from an answer previously posted on www.quora.com