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Feedback Template for Rejected Candidates

How do you give honest interview feedback that helps the candidate and protects you?

Turn your interview notes into honest, useful feedback for a candidate you didn't hire: what went well, where the chosen candidate fitted better, and when to reapply. English or Arabic.

How the feedback email is structured

You choose the stage the candidate reached and write two short lists: what they did well, and where the hired candidate was a closer match for the role. The email thanks them for that stage, gives the decision, then your two lists, an optional piece of advice, a line that the decision is about this role's needs, and — only if you switch them on — an invitation to reapply after a set number of months and a request to keep their CV on file.

Role-based feedback: Feedback tied to the advertised requirements, not personal traits.
Scorecard: Your interview notes per competency — the feedback should match them.

Turning notes into feedback

Your note	Write instead
Not senior enough	Another candidate had more experience leading a team of 5+, which this role needs
Weak on IFRS	The role uses IFRS 16 lease accounting every month; the hired candidate had done it hands-on
Not a culture fit	Be specific about the behaviour, e.g. how stakeholder questions were handled in the case study

Keep it safe

Check the feedback matches your scorecard and interview notes.
Never refer to age, nationality, gender, religion, marital status, pregnancy or health.
Send from a named person, not a no-reply address — it's a courtesy candidates remember.

Shorter version

For candidates who didn't reach interview, the candidate rejection email is quicker. Checking your finalist instead? Use the reference check template.

Frequently asked questions

How do you give feedback to a rejected candidate?

Lead with one or two specific things they did well, then explain where the person you hired was a closer fit — in terms of the role's requirements, not the candidate's character. Add one practical suggestion if you have one. Keep it short, factual and in writing so it's consistent with your interview notes.

Is it risky to give interview feedback?

Feedback tied to the job's requirements and your interview notes is low-risk. The risk comes from comments about age, nationality, gender, religion, family plans or appearance, or from feedback that contradicts what's in your scorecard. Base every line on the requirements you advertised.

Who should get feedback?

Candidates who reached interviews, and especially the final round, value it most and are most likely to ask. For people rejected at the CV stage, a clear rejection email is enough.

Should I invite them to reapply?

Only if you mean it. If they were a strong runner-up, say when they can reapply or ask to keep their CV on file (with their permission). The template adds both only when you switch them on.

Can I write the feedback in Arabic?

Yes — choose Arabic or Both. Write your strengths and gaps in the language you want them to appear in; the rest of the email is written for you.

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Free HR tool · No sign-up

Feedback Template for Rejected Candidates

How do you give honest interview feedback that helps the candidate and protects you?

Turn your interview notes into honest, useful feedback for a candidate you didn't hire: what went well, where the chosen candidate fitted better, and when to reapply. English or Arabic.

Step 1 · Candidate & stage1/4

Stage reached

Phone screenInterviewFinal roundAssessment / task

Candidate name

Job title

Company name

Step 2 · Feedback0/3

What they did well

Where the chosen candidate was stronger

One piece of advice (optional)

Step 3 · Next steps & sign-off2/4

Invite them to reapply after (months, optional)

Ask to keep their CV on file

Your name

Your title

EnglishالعربيةBoth

CANDIDATE FEEDBACK

Subject: Your application for [Job title] (to fill in) — feedback

Dear [Candidate name] (to fill in),

Thank you for the time you gave us during the interviews for the [Job title] (to fill in) role at [Company name] (to fill in). We have decided to offer the role to another candidate, and I wanted to give you some honest feedback, as promised.

What you did well: [What they did well] (to fill in)

Where another candidate was a closer fit for this role: [Where the chosen candidate was stronger] (to fill in)

This was a close decision and is about the needs of this particular role, not a judgement of your ability. With your permission, we would like to keep your CV on file and contact you about suitable roles — just reply to let us know.

Thank you again, and best of luck with your search.

Kind regards,

[Your name] (to fill in) Talent Acquisition [Company name] (to fill in)

Keep feedback factual and about the role's requirements — never about age, nationality, gender, religion or family status.

6 fields still show as [highlighted placeholders] — fill them in or edit after copying.

How the feedback email is structured

Role-based feedback: Feedback tied to the advertised requirements, not personal traits.
Scorecard: Your interview notes per competency — the feedback should match them.

Turning notes into feedback

Your note	Write instead
Not senior enough	Another candidate had more experience leading a team of 5+, which this role needs
Weak on IFRS	The role uses IFRS 16 lease accounting every month; the hired candidate had done it hands-on
Not a culture fit	Be specific about the behaviour, e.g. how stakeholder questions were handled in the case study

Keep it safe

Check the feedback matches your scorecard and interview notes.
Never refer to age, nationality, gender, religion, marital status, pregnancy or health.
Send from a named person, not a no-reply address — it's a courtesy candidates remember.

Shorter version

For candidates who didn't reach interview, the candidate rejection email is quicker. Checking your finalist instead? Use the reference check template.

Frequently asked questions

How do you give feedback to a rejected candidate?

Is it risky to give interview feedback?

Who should get feedback?

Candidates who reached interviews, and especially the final round, value it most and are most likely to ask. For people rejected at the CV stage, a clear rejection email is enough.

Should I invite them to reapply?

Only if you mean it. If they were a strong runner-up, say when they can reapply or ask to keep their CV on file (with their permission). The template adds both only when you switch them on.

Can I write the feedback in Arabic?

Yes — choose Arabic or Both. Write your strengths and gaps in the language you want them to appear in; the rest of the email is written for you.

Every week this role stays open costs you. Post it free today.

Post the job on MenaJobs free in about 2 minutes. We review every post, and once approved it reaches job seekers across the UAE, Saudi Arabia, Qatar, Kuwait, Bahrain and Oman.

Post a job free