Systemize Your Interview Feedback To Keep Every Candidate In The Loop
When youâre in the middle of a big hiring push, it can be hard to keep all your candidates straight â especially if you have multiple applicants interviewing for multiple roles.
Make it easy for every member of your hiring team to securely share their interview feedback in one central location, right next to the candidateâs profile. With a streamlined and systematized approach, youâll have the bird’s eye view of each of your candidates, their strengths and weaknesses, and full communication history.
If you really want to elevate the experience for unsuccessful candidates, you could also add them to a nurture sequence that checks in a couple of months later to simply say thanks and ask how their job search is going.
You donât need an open position, or any other motive, other than to simply see how theyâre doing and how you can help. ð
Want to be sure youâre truly staying connected with a candidate ?
Breezy makes it easy for you and your teams to manage candidates, collect feedback, and automate interview feedback emails to make better hires faster â without cutting corners on candidate experience.
Check it out for yourself with a free 14-day trial.
Why Does Interview Feedback Matter
Interview feedback refers to the comments a candidate receives after completing a job interview. Giving interview feedback is beneficial for maintaining a positive relationship and a good reputation with your talent pool for future recruitment effort.
Many companies tend to overlook this essential step. There are two reasons why human resource departments should spend time working on interview feedback to attract more talent:
Better employer branding
Support the candidateâs growth and development
Make The Feedback Actionable
Good feedback should leave your candidate feeling supported and inspired to improve, not as if they have been judged. One way to achieve the said goal is by providing your candidate with specific comments. Make the feedback actionable. Avoid vague, general evaluations.
Talk about examples including the candidatesâ specific strengths and weaknesses. Tools such as BravoGROWTH provide realistic assessment of a candidateâs qualities. If possible, bring up suggestions for future improvements. Keep the feedback short and focused.
Effective interview feedback does not leave the candidate guessing. They should know what the next actions are.
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How To Give Great Interview Feedback
10 min read As well as being essential for making hiring decisions, documenting interview feedback helps candidates move forward in their job search and boosts your employer brand. Here are some dos and donts, plus interview feedback examples to make sure your feedback is built on a solid foundation.
Time The Feedback Appropriately
Keep the timing of the interview feedback right. Do not delay writing the feedback down. Do it right after the interview!
Next, send the feedback to your candidate soon after the interview. Twenty-four hours after the interview is an ideal timeframe, as the interview would still be fresh on the candidateâs mind, and also fresh on your mind too. Your candidate would also have time to process their impression and information received. Timely feedback is valuable feedback.
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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 Write Interview Feedback: Do’s And Don’ts
The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed’s data and insights to deliver useful tips to help guide your career journey.
If you work in HR or a managerial position you may be required to create job posts, evaluate candidates and ultimately make the best hiring decisions for your company or department. An important part of this process is providing interview feedback to other company personnel to aid in hiring decisions. By taking the time to learn more about how to write effective interview feedback, you can offer valuable insights to your coworkers about a candidate’s interpersonal and technical skills.
In this article, we define what interview feedback is, explore why interview feedback is important, review how to write interview feedback and provide examples of what to include in feedback for an interview.
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The Importance Of Interview Feedback
Feedback after the interview is a crucial aspect of the hiring process. Giving candidate feedback helps in building the companys reputation. A candidate is likely to consider the company the next time if provided with constructive feedback. Some of the importance of interview feedback is discussed below.
- Drives better candidate experience: When candidates are given constructive interview feedback, the companys reputation increases.
- Candidates feel they are in the loop: Giving feedback also helps them know that the company cares. This way, candidates feel that they are in the loop.
- Keeps the candidates updated: Interview feedback lets the candidates know where they stand in the pool of candidates and what they should improve on for the next round of interviews.
- Teaches the interviewees how to give feedback: Give a template to the interview panel a template of interview feedback. Using templates can help in building up feedback information quickly and easily.
Questions To Include In Your Candidate Feedback Survey
To maintain a quality hiring process, you need to know if what youre doing is working. This is especially important as you build a hiring team to handle this for you.
Here are a few questions to include:
- On a scale of 1-5, how satisfied were you with the recruitment process?
- On a scale of 1-5, how professional were the human resources team and hiring managers?
- Do you feel like you received adequate communication throughout the hiring process?
- Would you refer others to apply for a job at our company? If not, why?
- Would you apply for another role at our company in the future? If not, why?
- What do you think we can do to improve our hiring process?
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Sample Two Offer Acceptance Email Template
Subject line: Job Acceptance Email Anabel SmithDear Mr. Simon,Thank you for getting back to me and offering me the position of Head of Marketing at Square Space. Kindly accept this email as a formal acceptance of the position. Thank you for the opportunity to work with you and prove myself to the team. As the job offer email depicts, I accept the starting salary of $7,000 monthly and an increased salary of $8,000 after a successful two-month probation period. Im excited to meet the team and begin work officially on June 1. If you need further information from me, please let me know. You can reach me at 456-7890 or by email at Thank you again for the opportunity to prove my value to the team. Best Regards,Michael Spade.
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Good Interview Feedback Builds Positive Employer Branding
Interview feedback is crucial. It might seem time-consuming at first, but it is worth your time and hard work. It will improve your candidateâs experience and earn your company the reputation of being a respectful and thoughtful employer. We hope this article has inspired you to spend a little more time drawing up meaningful interview feedback for future interviewees.
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How To Give Interview Feedback To The Candidate
Table of Content
Providing interview feedback is one of the significant ways of serving candidate engagement. Is it difficult for you to give interview feedback, especially to the unselected candidates? Then, surely check out this blog and know how to provide positive interview feedback to unselected applicants.
Feedback enables candidates to know where they performed excellently and the area they need improvement. If they landed the position in your company, they know where they should concentrate and in the event that they were dismissed they realize how to improve in their next interview.
How To Record Feedback
It can be challenging to remember the pros and cons of every candidate after conducting dozens of interviews. To keep track, record your feedback in a structured system.
Recording interview observations will make it easier for you to discuss potential hires internally. Give everyone involved access to a centralized scoring system so you can provide feedback in a helpful and timely manner.
Using a scorecard can ensure you keep the interview process fair and provide feedback using pre-defined rubrics.
For example, uses clear rubrics to assess every person that interviews for the role.
Try an interview scoring matrix to keep track of responses to your interview questions. Take notes about each candidate next to each question so you can refer back to your observations when relaying feedback.
For a headstart with organizing your feedback, template.
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Elements Of Good Interview Feedback
Lets talk about what makes good interview feedback. Here are seven elements to consider when putting together effective interview feedback.
- Specific examples of responses that you might want to provide constructive feedback on
- A list of interview questions that were asked
- The hiring teams feedback was captured
- Any sample project, writing, or work that was supplied by the candidate
- Consider positive feedback on what the job seeker did well
- Think about what skill sets the candidate has that match with the job description and evaluate growth mindset and ability to learn
- Any observations from the working interview, if one was completed
- Any observations on interviewing skills
Write Consistent Structured Feedback
Following a consistent format helps make writing faster and more efficient you dont have to write an original custom piece of feedback for each candidate. A consistent format also helps the hiring panel understand and review the entire feedback packet more effectively. Its easier to compare and calibrate feedback when everyone uses the same structure.
Add Value For The Candidate
Although we have decided not to appoint her for the creative lead role this time, we would like to consider her for any future vacancies for a midweight creative.
We have decided not to move forward with the application on this occasion.
Get started with our free interview feedback survey template
How To Get Feedback From Candidates: Surveys
So now you know why you need it, how can you get feedback from candidates?
Surveys are a super-easy way of automating feedback. Obviously, phone calls usually trump emails, but incorporating a mix of in-depth feedback calls and quick surveys can ease the pressure on both your time-strapped recruitment team and ex-candidates.
Plus, taking a data-driven approach to candidate engagement will help you measure your progress over time, look for recurring patterns and compare responses between roles and departments.
According to Workable, you should include questions that assess:
- The clarity of your job descriptions
- Candidates first impressions
- Your recruiter-candidate communication
- Likelihood of referral
Remember that new hires were once candidates too. Include a survey as part of employees onboarding programmes around six months in as it will give you valuable feedback about the interview process and whether their expectations matched reality. They will be more engaged than rejected candidates, but they might give you less objective feedback.
We have a ready-to-use online Candidate Survey that you can use to start generating actionable candidate feedback instantly.
Click here for more info: Generate Candidate Feedback
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Example #2 The Didn’t Get The Job Email
Like it or not, we all know this post interview email as a necessary part of the hiring process.
As a brand, you should always let employees know the status of their candidacy â and being communicative is a huge way to improve the candidate experience.
Before you sit down to write the infamous âdidn’t get the jobâ email, make sure youâre in the right state of mind. Be prepared to give this email the time and effort it deserves and allow yourself plenty of space to be sincere and authentic in your message.
You want to keep your email simple, while still showing the candidate that you were paying attention during the interview. The candidate should walk away from this email feeling seen, and not as just another task you had to tick off the list.
Example #4 The Hey Its Ok Email
When we asked Elijah Elkins, HR expert and former Global Talent Acquisition Manager at CloudFactory about his view on candidate experience he said, âOne of the most helpful things for me has been to take a moment and put myself in the shoes of the candidate. How might I be feeling? How would I want to be treated throughout the recruitment process?â
Unfortunately, when youâre urgently trying to fill an open role, itâs easy to blow right past every opportunity to pause and reflect.
Hereâs how you can remain empathetic with each of your candidate feedback emails:
- Keep it compassionate. Remember, for some candidates this isnât their first interview rejection. Even if youâre disappointed with how things went, aim to keep your compassion or at the very least, stay neutral.
- Feel free to mention both the candidateâs strengths and âweaknessesâ within the context of the role theyâre applying for.
- Tone matters ââ âalways be polite.
Even if itâs hard, try to pinpoint some of the things the candidate did well and so they can apply that in the future. And for negative feedback specifically, always remember to position your comments within the context of the role or company culture as described in your job posting.
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Taking Notes During The Interview
Keep a pen and a notepad handy. Take notes on your observation about the candidates answers, body language, confidence, and thought process.
Documenting everything helps you to revisit them before assessing the candidate. Sometimes even the smallest of details help identify the most valuable skills and strengths of the candidate, and it can be a major driving force for the companys success.
On the other hand, sometimes writing minute detail also helps to note the areas for improvement. Grading scales ease assessing a candidate, and incorporating one can help employers understand the candidates abilities.
Do Focus On Skills Not Personality Traits
Feedback should be personalized, not personal. It shouldnt be about specific character traits. You rejected a candidate because of gaps in their skill set, not because they have poor taste in music.
Making things personal can burn bridges or, in a worst-case scenario, lead to a lawsuit. Check you arent breaking any discrimination laws in your hiring process here.
Ensure your feedback is about skills your candidate can improve upon, not because you think their voice is too loud or you dont like how they dress.
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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.
Recruiters Comments On Their Skills
Interviewers questions are designed to determine if the candidate possesses the desired skills and abilities. Such questions are to shortlist candidates for the open position, so be careful while crafting one.
We advise not to only give information related to the candidates interpersonal skills and technical expertise. Give in-detail information about them. Explain and discuss what are the other skills related to their technical skill.
For example, if a candidate shows software expertise, it also describes communication skills, problem-solving ability, analytical skills, etc. The interview feedback should be detailed and must discuss the strengths and weaknesses of the candidates.
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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: