One of my all-time favourite TV shows is ‘Frasier’.

The catchphrase of radio psychotherapist Dr Frasier Crane, played by the brilliant Kelsey Grammer, was “I’m listening”.

The reason I mention it is because I’ve always believed job interviews should be a two-way process.

I’ve seen it from both sides of the table: as a recruiting manager and as a candidate for various roles.

As the former, I have always told candidates that the purpose of face-to-face interviews was for them to assess whether the role is right for them and for us to assess whether they are right for the role. That always seemed to settle any nerves.

As the latter, I have on several occasions been left not knowing the reasons for failing to be selected. That always raised my hackles.

I’ve followed the selection processes to the letter. I’ve spent many hours compiling pitch documents, practising my pitch, preparing answers to likely interview questions, completing online assessments.

Then I’ve not been selected for the role after the interview stage. I’ve accepted the decisions – some you win, some you lose.

Except my experience seems to be none you win, all you lose.

I have always regarded interviews as part of a learning process, whether I’m successful or not. They help to clarify what I’m doing right and what I could do better next time.

And that’s where feedback comes in.

Several large organisations have promised to provide feedback but failed to provide it.

As a journalist, I’ve always been persistent. One colleague once said I was the sort of person who wouldn’t take “yes” for an answer!

I’ve asked for feedback as promised. Nothing.

I’ve waited a couple of weeks and then asked again for feedback. Nothing.

I’ve waited another couple of weeks and then … given up.

You might say I should have pursued it further. You might think I shouldn’t have given up so easily.

Yes, I could have bombarded the HR department with emails and phone calls although in all likelihood the failure to respond was down to the hiring manager. Yes, I could have made myself more of a nuisance but what’s the point?

Instead, I’ve gone away thinking less of the organisations and, in some way, thankful that I wasn’t successful. Would I really have wanted to work for a company that treated people with such disdain? Probably not.

And it’s not just happened to me on one occasion from one person or one organisation. It’s happened multiple times from different people in different organisations.

But in a funny way, the worst of feedback has been the best of feedback.

It made me more determined as a recruiting manager to provide timely and specific feedback to unsuccessful candidates with pointers as to how they could improve their performance if they were to apply again.

Many unsuccessful candidates have responded by thanking me for my approach. Many have gone on to be successful in other interviews for the same company or elsewhere.

It’s not so hard to do and makes people think better of your company and of you as an individual.

Feedback, like any communication, has to be a two-way process to be effective.

So although Frasier Crane has long since hung up his headphones, I’m still listening.