Ability at work 
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What feedback should I give?
Providing feedback, especially to unsuccessful applicants, is an important part of any selection process. For people with disability, however, it may be particularly important because in the absence of detailed and constructive advice they may be inclined to assume that their disability was a factor in their not getting the job.
Preparing to give feedback can also be a useful discipline for people conducting a selection process because it requires them to focus carefully on exactly why people were successful or not in their application, irrespective of whether they have a disability. It can also be helpful in keeping valuable applicants interested in applying for subsequent vacancies in that agency or in that area. In other words, this is simply one more area in which the ‘right thing’ to do for applicants with disability is good practice for everyone.
In the APS, effective feedback:
- is as constructive as possible, recognising strengths as well as weaknesses in the person’s claims
- is limited to the selection at hand
- is able to discuss areas where the person might
- consider developing themselves in relation to the duties of the position and the selection criteria
- present their claims against the selection criteria more effectively in the various inputs available to the panel i.e. written application, additional assessment
- recognises the 'relative' nature of the selection.
