The Feedback Void: Why Silence Shouldn’t Be Part of the Hiring Process

Posted on 1 May 2025 – Workers' Day

Across the globe today, we celebrate the contribution of workers—their resilience, their effort, and their role in moving industries forward. At EQ8 Recruit, we believe the best way to honour that contribution is to treat every individual with respect, including those who don’t get the job.

That starts with feedback.

Yet job seekers everywhere are still met with the same line:

“Should you not hear from us within six weeks of the closing date, please consider your application unsuccessful.”

You’ll find this phrase in job adverts from South Africa to Singapore, Australia to the UK. And while it may be common practice, it’s not best practice.

Let’s Call It What It Is: A Cop-Out

In a world where technology can automate personalised replies at scale, “no feedback” is no longer a logistical necessity—it’s a cultural decision. One that sends the message: your effort is not worth our time.

At EQ8 Recruit, we reject that idea.

We believe that feedback, even if brief, is the minimum standard in a process that demands time, effort, and emotional energy from every applicant. To say nothing is to treat candidates as disposable. And we don’t work that way.

South Africa: A Case in Point

At EQ8 Recruit, we believe that feedback, even if brief, is the minimum standard in a process that demands time, effort, and emotional energy from every applicant.

In South Africa, where youth unemployment is among the highest globally, this issue is especially pressing. We see the two to six-week silence clause routinely embedded in corporate job specs—without considering the real-life impact of prolonged uncertainty for job seekers.

In a market crying out for opportunity, silence does more than disappoint—it damages hope, confidence, and ultimately the employer brand itself.

Globally Widespread, But Easily Fixed

This isn’t just a South African issue. Across industries and continents, employers fall back on silence because they lack either the tools or the commitment to do better.

But here’s the truth:
✅ Feedback can be automated.
✅ Applicant Tracking Systems (ATS) can manage volume.
✅ Recruiters can act as a bridge—not a black hole.

How EQ8 Recruit Is Raising the Standard

We’ve built our model around respectful, world-class service—for clients and candidates. That means:

• We provide feedback at every reasonable stage of the process.

• We consult with clients on how to incorporate simple, scalable candidate communication.

• We never treat silence as acceptable—because it’s not.

At EQ8 Recruit, we believe candidate feedback is non-negotiable. It builds trust, strengthens your employer brand, and with the right tech, it’s effortless. Feedback can be automated, ATS platforms can manage volume—and great recruiters act as a bridge, not a black hole.

As a boutique consultancy working globally, we believe our industry has a responsibility to raise the bar, not drop it. Every touchpoint reflects your brand—and candidates never forget how you made them feel.

What You Can Do (Today)

If you’re hiring—especially in a country with high unemployment—make feedback part of your process. Not because it’s easy, but because it’s right. And because dignity at work starts long before the contract is signed.

On this Workers’ Day, let’s honour all the people who apply, show up, and give their best—even when they don’t get the role.

They deserve more than silence.