Providing feedback after interviews is a crucial step in the hiring process. It helps candidates understand their strengths and areas for improvement and contributes to a positive candidate experience. To ensure that your feedback is effective and constructive, here we will find detailed 6 steps:
- Streamline your Interview feedback giving process:
Before you start gathering feedback, it’s important to have a well-defined process in place. Determine who will collect and compile feedback, how many people will be involved, and the medium through which feedback will be shared. Consider implementing a scorecard system to standardize the feedback structure and format. This will make creating a comprehensive feedback letter for the candidate easier. Additionally, establish a policy where individual feedback is submitted before any discussion takes place to avoid bias influencing the feedback.
- Say thank you in your feedback email:
Begin your interview feedback letter with a genuine expression of gratitude. Acknowledge the candidate’s investment of time and effort in preparing for and participating in the interviews. If the candidate went above and beyond, such as travelling a significant distance, make sure to recognize their dedication and show that it was noticed.
- Cite their strengths always as a best practice:
Not all interview feedback has to be negative. If a candidate made it to the interview phase, there are likely aspects you appreciated about them. Take a few lines to share positive interview feedback about their strengths that you genuinely value. However, be cautious not to provide insincere or overly glowing feedback that might create mixed signals. Avoid making statements that could be misconstrued as a guarantee for future employment, as it may set unrealistic expectations.
- Use clear examples in your interview feedback email:
The most challenging but crucial part of feedback is providing constructive criticism. Focus on providing actionable feedback that will help the candidate improve in the future. Instead of general statements like “insufficient experience” or “weak design skills,” provide clear examples illustrating where the candidate fell short, why it is important, and how they can improve. For instance, explain the specific requirements of the role and how the candidate can demonstrate more experience or leadership in those areas.
When delivering constructive criticism, try to tie it to tangible skills and interview content rather than subjective perceptions. Avoid feedback like “you seemed nervous” and reframe it into actionable terms, such as highlighting the need for handling high-pressure situations and suggesting ways to develop that skill.
- Do not compare them with each other:
Avoid the trap of solely attributing rejection to the presence of a stronger candidate. While it’s important to communicate that another candidate is a better fit, providing feedback focused on the individual is equally crucial. Make sure to emphasize how the candidate can become a stronger candidate for future opportunities rather than solely comparing them to others.
- Offer the next steps for motivation:
The most valuable part of interview feedback for candidates is actionable next steps. Identify areas where the candidate may be unaware of their shortcomings or where they can further develop their skills. Share insights, recommend industry credentials, credible training programs, or professional organizations that can enhance their qualifications. End your feedback letter positively, inviting them to apply again if applicable, and express gratitude for their interest in your company. Consider providing a link to a candidate feedback survey to gather their input on the interview experience.
By following these steps, you can provide effective and constructive interview feedback that helps candidates grow and enhances their overall job search experience. Clear and actionable feedback is invaluable for a candidate’s professional development.
Helpful Examples of Interview Feedback
After discussing the value of interview feedback and the essential components of effective feedback, let’s examine some examples. You can use these examples as models and learn how others present this crucial information.
- Several instances of places for job seeker comments are provided below:
- Communication abilities: The candidate communicated effectively and transparently throughout the interview.
- Dress: The applicant made a good impression by dressing professionally and suitably for the position.
- Preparation: The applicant demonstrated preparation by doing background research on the business and asking thoughtful questions during the interview.
- involvement: Throughout the interview, the candidate made good eye contact and showed signs of active involvement.
- Professionalism: The candidate showed professionalism by extending a handshake, refraining from using slang, and composing a formal email.
Favourable examples
- The demonstration of your technical proficiency was excellent. Your work samples in your portfolio demonstrated that you had the skill sets required to carry out the duties for the position.
- The examples you gave show that you have experience handling challenging circumstances and leading a staff that works remotely. We appreciate you explaining your history in performance management and decision-making.
- We think your personality and our team’s culture would work well together. Your values seem to be compatible with ours.
Constructive and positive examples
- After much deliberation and consideration, we have chosen not to proceed with you because of your limited experience in this industry. We’d love to have you resubmit after you have more experience, but this position requires extensive knowledge and experience.
- I think more stories from your trip would have been wonderful to hear. To paint a fuller picture of the problems you’re presenting and how you will address them in the future, think about using the STAR approach.
- We were not prepared for the interview to end so quickly. We always allow the prospect some opportunity to ask any questions they may have about the position and the company. Consider additional inquiries in the future to help you understand more about the position and the company.
Elevate Your Candidate Experience for an Enhanced Talent Pool
Intellyk Inc. is the fastest-growing staffing company dedicated to assisting companies like yours in developing robust talent pools. By attracting more qualified candidates, you significantly increase your chances of finding the perfect fit for the job. If you require assistance building your talent pool, our team of head hunters is ready to lend a helping hand.
With over a decade of experience in nationwide talent sourcing and recruitment, our dedicated team has established a vast and diverse network of candidates capable of filling roles at every level within your company. From assessing technical skills to evaluating cultural fit, our recruiters and head-hunters possess the expertise to focus on the qualities paramount to success in your role. Leveraging our cutting-edge tools, we can efficiently identify candidates who meet your requirements and align with your company’s vision and values.
We are driven by our passion for what we do, and our extensive knowledge and expertise set us apart. We are committed to being easily accessible to address your unique staffing needs. We are eager to learn more about your company and explore how our comprehensive staffing solutions can strengthen your talent pool, empowering you with a sharper competitive edge. Contact us today and embark on a journey toward talent excellence.
