One of my clients got in touch recently after being told they hadn’t been shortlisted for a role they’d worked hard to apply for. Disappointing news, but what arrived alongside it was something far less common: A genuinely thoughtful, detailed response from the organisation explaining how applications had been assessed and where candidates had fallen short.

No automated brush-off. No silence. Just honest, considered feedback that actually meant something.

My client shared it with me, and I thought it was too good not to pass on. It reads like a practical checklist for anyone currently navigating the twists and turns of the recruitment process.

What good feedback looks like

The organisation laid out exactly how applications had been assessed, what the strongest candidates did well, and where others fell short. Reading it felt less like a consolation prize and more like a practical guide to getting it right next time.

Here’s what they flagged as the key things they were looking for:

Follow the application guidance — If they ask for something specific, give them exactly that. Don’t go rogue.
Make your experience easy to see and score — Assessors often work through dozens of applications. If they have to hunt for evidence, they’ll move on.
Balance passion with evidence — Enthusiasm is great, but it needs to be backed up with examples. “I’m really passionate about this role” tells them nothing. “I led a team of eight through a merger and here’s what happened” tells them everything.
Professional communication and tone — This matters from the very first word of your cover letter. First impressions count.
Tailor your application — A generic application reads like a generic application. Every recruiter can spot one.
Demonstrate the appropriate level of experience — Pitch yourself at the right level for the role. Too junior and you’ll look like a step-up. Too senior and they’ll worry you’ll be bored or too expensive.
Use of AI (don’t!) — This one deserves its own conversation (and it’s one we have a lot). AI-generated applications are increasingly easy to spot, and they rarely do the applicant any favours.

What set the strongest applications apart

Beyond the checklist, they shared what the best applications actually looked like in practice. They were:

Clearly aligned to the role requirements
Specific and evidence-based
Concise and well-structured
Easy to read and assess
Demonstrating both motivation and capability

None of this is revolutionary. But seeing it written down plainly, as the actual criteria used to sift through real applications, is a good reminder that the basics matter more than most people think.

Why this kind of feedback is so rare and so valuable

Most of the time, candidates pour time, energy and a fair amount of hope into an application and hear absolutely nothing back. Or they get a one-line email that tells them nothing useful. It’s demoralising, and it makes it genuinely hard to know what to do differently next time.

My client had been applying for roles for several months, and said they couldn’t overstate how much it meant to receive feedback this considered. It doesn’t make the process any less exhausting. But it does make the journey feel a little more worthwhile, and it gives you something to actually work with.

If you’re currently in the thick of a job search, I hope this is useful. And if you’d like a hand making sure your CV and application are giving assessors exactly what they’re looking for, that’s precisely what we’re here for.