Meet Kamil: a young programmer who sent out dozens of CVs and went through several job interviews over the course of a year. Unfortunately, after most of them, he never got any response. He waited for weeks, checking his inbox, but most companies remained silent. That silence was the worst - Kamil started doubting his skills and wondering what he was doing wrong. Once, he received a brief email that said, “thank you, but we chose another candidate,” with no further explanation. The lack of feedback left him in limbo, with no clear direction for improvement. Frustration grew, and with each unanswered application, his confidence took another hit.
Start recruitingAfter the interview - which this time was quite demanding - came another moment of uncertainty. In his mind, he was already preparing for yet another silence or a curt “no, thank you.” To his surprise, instead, he received a detailed feedback email. His heart skipped a beat as he opened it. The feedback turned out to be specific, kind, and full of valuable insights. The recruiter thanked Kamil for participating in the process, praised his solid preparation for the test task, and commended his knowledge of modern technologies. The message also included detailed comments: Kamil learned which skills he could improve and how he compared to other candidates. Importantly, all remarks were delivered tactfully - the recruiter emphasized Kamil's great potential and that the suggestions would help him fully realize it.
Kamil read that email several times. For the first time, someone had clearly outlined what he did well and what needed improvement. The feedback hit him like a cold shower but at the same time gave him a boost of energy. He realized that failure in recruitment isn't the end - it's a lesson. That very evening, he took notes: he listed his strengths - those noticed by the recruiter - and the areas for development. He created an action plan: he signed up for communication workshops, asked a friend to run mock interviews, and began recording himself answering questions to eliminate rambling.
The change in Kamil after receiving feedback was tremendous. Instead of dwelling on failed interviews, he now had a clear plan and goal. What uplifted him most was the fact that someone had taken the time to give him honest feedback. As the saying goes, bad news is better than no news - even a rejection, if constructive, is far more valuable to a candidate than silence. Thanks to this feedback, Kamil was able to neutralize the sting of rejection and turn it into motivation to keep growing.
Awareness of strengths - the candidate learns what they did well and what set them apart from others.
A direction for growth - they receive guidance on which skills or areas to improve before their next interviews.
Motivation - clear, constructive feedback offers encouragement and inspiration rather than discouragement after rejection.
A sense of respect - the candidate sees that the company appreciated their effort and took the time to help them progress.
Armed with new insights, Kamil attended his next interviews with greater confidence. And sure enough - he soon received a great job offer. He admitted that the feedback he received was a turning point that helped him improve his self-presentation and manage stress more effectively. What's more, he developed a genuine respect for the company that had shared such valuable feedback - even though they didn't hire him, they showed themselves to be a truly engaged and candidate-focused employer.
QwertySmart makes stories like Kamil's possible. This service delivers candidates a fair, insightful evaluation of their skills - highlighting both strengths and areas for improvement, truly helping them grow. For companies, it's an opportunity to build positive relationships with talent and support the development of individuals who might return in the future - this time even better prepared. QwertySmart is an investment in people that pays off with better candidate matches and a stronger employer brand.
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