Recently we received a testimonial from a job seeker who, although unsuccessful at interview, still valued the fact that we provided them with feedback:
“Thank you for the feedback. Whilst obviously I would have liked the application to go further, it’s something really positive that for once feedback is given. That’s a real considerate thing that most companies or recruiters do not do, so I thank you for that.”
A constant and understandable frustration for job seekers is being ‘ghosted’ by a recruiter or law firm. This lack of response has a hugely negative impact on any future relationship. In the age of social media and online reviews, it’s surprising that law firms still don’t take the time to send a few sentences explaining why a candidate wasn’t the right fit.
Candidates invest significant time in researching firms, preparing for interviews, and sometimes even taking time off work to attend. To then receive only a generic automated rejection weeks later is poor form. While giving bad news is never easy, constructive feedback is always the right thing to do.
At Thornton Legal, we ensure that all our interviewing candidates receive honest feedback wherever possible. Of course, this depends on the information we receive from clients — and some firms are better at this than others — but we know that providing feedback is valued and strengthens long-term professional relationships.
Here are the key reasons why law firms should always provide interview feedback.
Brand Reputation
People talk, both online and offline. Negative reviews about interview experiences can quickly damage a law firm’s employer brand. On platforms like LinkedIn, Glassdoor, and legal forums, reputation travels fast. Taking 5–10 minutes to provide feedback not only avoids bad publicity but also builds credibility as an employer who values its candidates.
Candidate Value
Every candidate who interviews should feel respected and appreciated for their time. Interviews often involve preparation, case studies, and presentations. Providing feedback helps candidates understand why they weren’t successful and how they can improve for future opportunities. Even if disappointed, candidates who receive feedback are far more likely to walk away feeling valued.
Future Opportunities
We are in a candidate-short legal market. Recruitment is not about quick wins but about building long-term relationships with lawyers and legal professionals. A candidate who isn’t right for today’s vacancy could be perfect for tomorrow’s. Giving constructive feedback maintains goodwill and keeps candidates engaged in your talent pipeline.
For recruiters, the lack of client feedback creates difficulties. Without it, we are left to manage disappointed candidates without offering clarity, which risks damaging relationships on both sides.
In Summary
Feedback should be a non-negotiable part of the recruitment process. Ignoring candidates can create resentment and damage your reputation. By contrast, constructive feedback improves the candidate experience, strengthens employer branding, and helps law firms build lasting relationships in a competitive legal talent market.
At Thornton Legal, we are committed to honest communication with candidates throughout the process. It’s good for candidates, good for clients, and good for the long-term success of legal recruitment.
