Why Is Providing Interview Feedback Important
If someone has taken the time and effort to apply and prepare for an interview, the least you can do is provide feedback on their performance. Feedback helps candidates feel like theyre part of the conversation about your hiring decision.
Giving interview feedback is important for the overall candidate experience. Consistent and clear communication with job seekers helps them know where they stand and what to expect.
Providing people with a positive interview experience positions you as an honest employer for other potential candidates within their network. It also boosts your employer brand, which is vital for attracting top talent in a competitive market.
Research shows that when candidates receive post-interview feedback, their willingness to increase their relationship with the employer increases by 36%. Further, when candidates do receive feedback, they are 24% more likely to refer others. Feedback creates a sense of honesty and trust candidates relay to their peers.
According to a referrals are the top way people discover a new job. Underestimating the importance of referrals could affect your future ability to acquire talent.
Leaving a positive impression on candidates is integral to filling your talent pipeline. The LinkedIn study above found constructive feedback makes it four times as likely qualified people will apply to your company again.
A diplomatic approach makes it possible to turn down a candidate and attract them for future roles that are a better fit.
How To Give Constructive Feedback To Unsuccessful Candidates
Not all of your interviews will result in a hire. Nearly 50% of them will be unsuccessful and you might have to give them feedback on why you didnt select them for the role.
People generally dont like confrontation and this includes hiring managers as well. But knowing how to provide feedback to unsuccessful applicants is a necessary skill for all hiring managers to have.
Your constructive feedback ensures that the unsuccessful applicants time was not wasted even if they didnt land the job. And that they can get some valuable information out of the process.
We realize that sometimes it may be unreasonable to replay each unsuccessful candidate – given that some companies get thousands of applications for a single job opening. But you should try to at least reply to the candidates who make it to the interview phase.
If you struggle with this aspect of your job and most of us do, then this article will help you learn tips on how to give constructive feedback to unsuccessful candidates. So open up a Word doc and start taking notes!
What you will find ahead:
The Problem Solver Hiring Philosophy
Before you create your interview script and candidate evaluation form, establish your overall philosophy. In the following Quora post, Ryan Duffee, HR manager and consultant, explains how he focuses on finding problem solvers.
When hiring someone, you should always be looking for a problem solver. A business in itself is a problem solver. The company you represent is providing a solution to a problem . The product or service you provide is a solution. Inside your business, problems will come up. Especially new start-ups or businesses who have been around forever and operating on antiquated tech or software, policy creation, accounting, personnel, etc.
Whenever an organization makes a decision to hire, it is because there is a problem and they need to bring someone in to fix it. Dont think problems are all negative either. Hiring someone to take on an increase in workload is a positive problem to have. It goes both ways. Moreover, when looking at resumes or interviewing people, the one thing on your mind is, can or will this person fix my problem?
Know The Needs in Your Organization
My job becomes a fact finder to go to the executive team to say, Everyone, we have problems X, Y & Z My recommendation is to hire or not hire more personnel to handle the increased work load. If we hire 1, 2 this is what we can expect in terms of increased production. If the ROI on hiring a problem solver is greater than the expenses, it makes sense.
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Unsuccessful Interview Feedback Email Templates
You can use email to give constructive feedback to unsuccessful candidates when they havent made it too far down the interview process. Otherwise, you should call the applicants and inform them of your decision to not hire them.
Be careful when you design the tone of your constructive feedback email. You dont want to sound too impersonal, but also you cant spend too much time describing each aspect of their interview and how that can be improved.
Remember these points when writing these emails:
Here are some email templates that can guide you on how to give feedback to a failed interview candidate:
Make Notes On The Interview Question Sheet
While the conversation is still new in your mind, it’s best to type or write your feedback out. You can work on a shared document or workspace so that everyone’s updated about a particular candidate. These notes can include your initial impressions of the interviewee and their ability to contribute to the organisation. You may also have an interview question sheet in which you give results with a scoring chart, recording their strengths and weaknesses.
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What Is Interview Feedback
Interviewfeedback is a type of feedback offered to a candidate after they finish interviewing with your company. Giving productive interview feedback can be good for your employer brand and general company reputation.
More often than not, interview feedback is given when a candidate did not the job. After all, you likely dont need to give feedback when you are giving a job offer, instead.
That said, interview feedback is often not provided due to it being a time-consuming and difficult task. But, if done right, feedback can be extremely helpful for candidates who can learn from it and improve their chances of succeeding in future job interviews.
Its also good for candidate experience. And it might even help you employ people more efficiently in the future: whether your first choice turns down the job offer, or if the candidate decides to apply for another role with your company in future.
More often than not, candidates actually want interview feedback. Research by Debut indicated that 77% of over 70,000 18-23-year-olds agreed that feedback should be a legal requirement, and four in five candidates claimed to never have received feedback after interviews.
Positive Employer Brand Pr
A positive candidate experience contributes to a strong employer brand. It helps you spread positive word of mouth reviews among the talent pool and increases the likelihood that strong candidates will come back to interview again in the future.
Candidates talk about their interview experiences on websites such as Glassdoor and having positive reviews or recommendations from candidates who interviewed is beneficial to your companys reputation as a prospective employer.
Read more about strengthening your employer brand here.
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What Do I Write
We focus our feedback on 5 main areas:
Interviewing: 40 Useful Performance Feedback Phrases
Interviewing: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.
Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate’s background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.
Also Check: Interview Questions For An Admin Assistant
Start Giving Effective Feedback
At BetterUp, we believe that feedback can be the key to your organizations success.
Whether its a part of building your employer brand or building solid relationships, its important. But feedback isnt always easy to give. It helps to have a coach help guide your workforce through giving effective feedback and learning how to receive it, too.
Think about ways you can use BetterUp to help create a feedback culture in your workplace. With the power of feedback, you can tap into your workforces full potential.
Dos And Donts Of Feedback
- DO include your opinion of the candidateâs relevant skills, qualifications and experience.
- DO include your observations of the candidateâs abilities to fulfill the competencies of the position, such as collegiality or communication skills.
- DO comment on the candidateâs potential personality fit with the culture of the department. For example, feedback on a particularly quiet candidate could indicate: âI would not recommend this candidate because they came across as very shy. We need someone with an outgoing personality as this position requires the ability to approach donors and work with large groups of alumni.â
- DONâT include observations that are unrelated to the candidateâs qualifications or potential fit within the organization.
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How To Standardize Your Interview Feedback
In order to standardize your interview feedback, you need to standardize your interviews. Think about using these five key components to keep bias out of your interviews:
- Stick to a structured and objective interview method, like behavioral-based interviews
- Pose the same set of interview questions to all candidates
- Assess candidates on soft skills and hard skills
- Use sample tests, projects, or writing exercises to help evaluate fit for the role
- Compare candidate responses horizontally
Once youve standardized your interview, you can standardize how youre gathering your interview feedback.
For example, lets say you use a rating system or scorecard to help evaluate interviews. Assess the feedback from all interviewers objectively and start to gather common themes.
Lets say that Derek interviewed for a customer support position in your company. Youve asked your interviewers to rate Dereks interview performance on a scale of 1-10. Just going through his behavioral-based interview alone, you start to assess Dereks performance.
Youre pretty confident, based on the data youve gathered, that Derek could learn the systems pretty well. He just didnt articulate it very well in the interview process. Based on the data youve gathered, you feel confident in extending a job offer.
How To Help Your Hiring Team Share Interview Feedback Efficiently
With post-interview communication, it doesnt only matter what you say, but also how you share your feedback with your team members. Timely, well-organized and easily accessible feedback helps make better hiring decisions faster.
Heres how to build systems and scores to document interview feedback for hiring managers and the whole hiring team consistently throughout your recruiting process:
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Contribute To Making The Correct Hiring Decision
Sometimes the entire hiring team may not take part in all the evaluation sessions. In such situations, this feedback fills the gap and gives the panel a complete picture of the candidate. The interview feedback also helps to decide between multiple candidates. Even if the interview committee makes the evaluation and hiring decision after the interview, these feedback documents can serve as reference materials.
How Do You Give Productive Feedback After An Interview
Now that youve had a chance to think about what sort of feedback you might provide, here are some examples. Remember, the job interview is often a daunting process. You want your job seekers to have a good candidate experience, one that helps to form a relationship with your organization.
We recommend starting off by asking the job seeker if theyre open to some interview tips or feedback about their interview performance. Generally, this can help set the stage and make sure the candidate isnt caught off-guard.
You might also mention that feedback is an important part of how your company operates. At BetterUp, we think about feedback as a gift. Its a sign that someone else is invested in your development and your growth journey. It means that people actually care about seeing you succeed. But of course, feedback needs to be delivered effectively for it to serve its purpose.
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Interviewing: Needs Improvement Phrases
- Does not dress to suit the interview and the dressing is usually not professional.
- Allows the process to continue without asking for any clarification on issues not well understood.
- Talks too fast and always does not answer the questions satisfactorily.
- Does not ask relevant questions that are in line with knowing what the position and the company entails.
- Talks in an unclear and concise manner that the other people cannot understand.
- Arrives late for the interview process and looks disoriented in most cases.
- Answers questions in a cook and arrogant manner and assumes know it all attitude.
- Does not show enough knowledge of the position being applied for and the company at large.
- Exudes an over-confident nature and appears cocky when putting points across.
- Does not carry all the required documents that need to be presented during the interview.
Use Notejoy To Manage Your Hiring Process
Spend more time building high-performing teams and less time managing the recruiting process. With Notejoy, you can easily create and share interview feedback templates like this to streamline your employee interviewing process.
You can use this feedback form as a template, and make a custom version for each candidate so that interviewers can jump in and fill in their recommendations quickly.
Collaborate in real-time
Manage who has permission to view and edit each note. Edits happen in real-time, so everyone can stay in sync on what’s been completed as it happens.
Fast and easy to use
Rather than setting up a complicated process or another complex form, Notejoy’s interface is fast and easy to use. So everyone can get started quickly.
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The Major Keystones Of Ideal Feedback On A Candidate Interview Process
Now you must have learned the evaluation process of a candidate. Once the evaluation is done and youve decided, the time has come to send the feedback to unsuccessful candidates.
Are you still figuring out how to give interview feedback to candidates?
Heres how you can provide great feedback on a candidate interview process, with examples of interview feedback for unsuccessful candidates:
How To Evaluate Your Job Candidates
Do you need a sample job candidate evaluation form that you can use as you interview your prospective employees?
This form enables your staff members, who are participating in the interview process with a candidate, to assess the individual’s qualifications. The format provides a method for comparing the interviewers’ impressions of various candidates.
The questions also provide guidance about the type of skills and potential contributions the interviewers should be assessing in each candidate they interview. This format allows you to customize the questionnaire with any additional assessments you believe are necessary for the pertinent position.
Over time, you will want to develop customized job interview questions for every position you commonly fill. Even in the short term, provide some guidance to the managers and other interviewers about which questions each interviewer is responsible for asking. They will then make a better impression on your candidates.
As an example, when hiring a salesperson, the hiring manager might have the responsibility to assess the individual’s sales ability, his or her aggressiveness, and other specific work requirements. The Human Resources Director may want to assess the candidate’s cultural fit with both questions and observations about how the candidate treated staff.
Below is the sample candidate evaluation form.
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Some Examples Of Positive Interview Feedback
Here are some samples of positive interview feedback and how you can phrase it to offer constructive criticism.
- Your positive attitude and friendliness made interviewing you a pleasure.
- You spoke knowledgeably about the topics we covered in the interview and demonstrated expertise in the field.
- You were confident and comfortable during the interview.
- You communicated effectively and gave clear and concise answers.
- You came well-prepared for the interview and gave us the impression that you were genuinely interested in working with our organization.