It has often surprised me how incurious (yes, it is a word) some people are. Many people in fact. Readers of these pages will know-some from first-hand experience - how much time and effort is required to reach the final stages of a senior recruitment process. More often than not, it will involve interviews, stakeholder meetings and some form of assessment centre. A lot of data is gathered to help the decision makers make good decisions and, usually, an appointment is made. In my experience, feedback is then offered to all candidates. However, I am constantly surprised by the number of people who don't take up that offer. Yes, I understand that you might have had experience of feedback being given poorly in the past and I also understand that if you have been unsuccessful, then you are very likely to need some time to work through a range of emotions - probably deep disappointment, perhaps frustration and possibly even anger. That is why feedback, if offered, should not be given in the heat of the moment of rejection. It is something to return to after the event when feelings have settled and a little time has passed.
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