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It’s rarely in their best interest for them to respond. It’s more about what could go wrong. Say somebody does give feedback on why a candidate isn’t selected, they then run with that and claim discrimination, maybe start an argument about it. It would be nice to have some reasoning, but it’s more trouble than it’s worth for them.
They are not going to tell you anything of value, just the safe response of going with candidates whose skills better matched their needs or something generic like that.
Coach
this is what I have experienced as well
I think that in this cases self reflection helps a lot, or at least it helped me. Whenever an interview "fails" I know what I could do better most of the times, that question that could be answered in a better way, that hesitation when asked for an example in behavioural... You can also double check with your peers if it makes sense if you have a doubt
There can be value, but I’d keep expectations low. A lot of recruiters are bound by policy, time, or legal worries, which is why you don’t hear back, even if they’d like to be more transparent.
Coach
There’s definitely a point, but response rates are inconsistent. Short, low-pressure follow-ups tend to work best (“If you’re able to share one thing I could improve, I’d appreciate it”). Even when you don’t get a reply, it rarely hurts your standing.
They probably would just say something deplomatic