Applying without a response: How we lose talent – and what companies need to change now
- Claudia P
- Jun 27
- 2 min read
I experience it almost daily in coaching: capable, qualified and committed people who at some point say: “I’m not applying anymore – I can’t stand it anymore.”
Why?
Because every rejection – or worse: every silence – creates an inner sentence:
"I'm not good enough." "I'm overlooked."
And honestly, I understand. Because rejections hurt— especially when they're empty. Without context. Without explanation. Without any chance to learn and grow.
❌ No feedback = no development
Many companies in Germany completely forgo feedback during the application process. The standard rejection is something like, "We've chosen someone who's a better fit for us." Legally safe—but humanly a disgrace . Because:
🎯 What triggers the lack of feedback:
We are losing talents who only apply for “safe matches”
We promote self-doubt instead of self-efficacy
We are cementing a culture in which failure is not seen as a learning opportunity but as a flaw
We sabotage diversity because women and marginalized groups in particular give up earlier (studies clearly prove this)
📊 Why feedback is crucial
70% of applicants would apply again if they had received constructive feedback (Talent Board Candidate Experience Report)
According to a study from Italy, individual feedback after interviews significantly increases the self-efficacy and motivation of applicants
Women react much more emotionally and cautiously after rejections than men – they withdraw more quickly (GLAMOUR/LinkedIn analysis)
Over 50% of all applicants report that they would not apply to a company again after a poor application process (CareerArc)
What companies can do – 5 practical recommendations
1. Professionalize standard feedback
Even if not for every individual case, formulate feedback in categories:
Strengths : “Your leadership skills were convincing”
Deviation : “International project experience was a must for this role”
Impulse : “For similar positions, XYZ could be helpful”
2. Train HR & Hiring Managers
Not every manager is good at giving feedback. Training in appreciative, legally compliant communication pays off in many ways—even internally!
3. Combine automated feedback modules with personality
Sounds technical? But it's efficient. Example: Building blocks + individual notes from the interview = constructive hybrid feedback.
4. Transparent processes – with expectation management
A simple one:
"We will provide feedback by [date] at the latest."... helps enormously. People plan better, feel respected—and trust the process.
5. Think of rejections as part of employer branding
Those who decline respectfully are remembered positively. Rejections aren't the end of the story—they're a signal. And often a door opener for future roles.
My appeal: Feedback is not a risk – it is responsibility
Instead of seeking legal protection, we need more courage and humanity. Because:
Feedback is not a luxury – it is part of a healthy corporate culture.
When we talk about “growth mindset” and “new work,” radical openness in recruiting is also part of it.
👂What do you think?
Should companies make feedback mandatory?
How does your company handle applicant feedback?
And what feedback has influenced you personally – both good and bad?
I'm looking forward to the exchange—especially with recruiters, HR professionals, and managers. Because if we don't change anything, we'll lose people long before they even get a real chance.
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