WHY “NO FEEDBACK” ON JOB APPLICATIONS IS A REALITY

South Africa’s job market is brutal. Stats SA puts unemployment at 32.9% (Q2 2025), with youth joblessness above 45%. (Approximately 13.3 million people aged 15–64 which includes discouraged work seekers) Millions apply; few hear back. Here are some likely reasons, hiring managers don’t give feedback on every job application submitted.

1. ATS SELECTION

Over 70% of large firms use applicant-tracking systems (ATS). These auto-reject 75% of CVs in seconds. The software spits out a generic “we regret” email—if it’s configured at all. Human feedback never enters the loop.

2. VOLUME KILLS COURTESY

A single junior to mid-level role can pull 500–2,000 applications in a week. HR screens and shortlists approximately 10–15, then the line manager picks 3–5 for interviews. Writing even a two-line rejection to the rest would take hours a day. Most managers aren’t paid to be polite; they’re paid to fill the seat.

3. LEGAL LANDMINES

The Employment Equity Act and POPIA make every written word accountable. A rejected candidate who feels discriminated against can haul the company to the CCMA. “We chose someone with more local experience” can be twisted into “you discriminated on race or geography.” It seems it is sometimes safer to say nothing than risk a costly fine.

4. INCORRECT CONTACT DETAILS

Applications lack updated or correct contact details.

5. NO UPSIDE

Giving honest feedback (e.g. “Salary required was 30% above the role budget”) invites unwanted argument. Candidates with no relevance, qualifications or experience apply with the “pray & spray” method and demand constructive feedback

6. SPAM APPLICATIONS

Hiring managers receive multiple applications that are incorrectly formatted in data files, or containing viruses, spam, or restricted access or blank email applications

7. RECRUITMENT AGENCIES ADD A BUFFER

When head-hunters place the candidate, the company never deals directly with the applicant. Agencies will protect their client relationships merely due to lack of feedback from the client for every candidate submitted or in case of legal repercussions.

8. TIME SCALES

Start-ups, small to intermediate firms have one overworked owner or HR generalist wearing 7 hats. Drafting 50 – 200 polite rejections competes with other functions

9. THE FEEDBACK ISN’T USEFUL OR ACTIONABLE

Sometimes, the underlying cause may be a subjective fit, internal politics, late internal candidate application, budget, or merely a preference for individual’s personality. These factors can be challenging to express in a constructive manner, leading managers to resort to silence or vague replies.

10. CANDIDATE BACKLASH

Some rejected applicants can’t handle the truth and will spam the hiring manager / company management, leave defamatory comments online, persistently call and argue the explanation given. A 2024 Pnet survey found 12% of HR pros had received threats after giving feedback.

Author: M. Abbott