The document discusses why recruiters should provide feedback to candidates after interviews. It argues that recruiters have a bigger role to play in candidate development beyond just filling openings. By giving feedback, recruiters can help candidates highlight their strengths and better apply for future roles matching their skills. The document provides a framework for how recruiters can structure feedback, including describing the context, objectively observing what was said and done, mentioning the impact on decisions, and deciding next steps together. It also notes that candidates are promoters of the employer brand, so failing to give them feedback wastes promotion money.