How to come up with the right interview feedback?

What is interview feedback, and why should you provide it?

Interview feedback is a crucial part of the recruitment process, where recruiters provide candidates with an evaluation of their performance during an interview. It’s a constructive dialogue that highlights their strengths, pinpoints areas for improvement and offers actionable advice for future job interviews.

This feedback can cover various aspects such as technical skills, communication abilities, cultural fit, and more. By providing clear and honest feedback, recruiters not only help candidates in their career development but also enhance their company’s brand reputation as a transparent and candidate-friendly organization.

But why should you make it a practice to provide interview feedback to all, be they qualified candidates or rejected ones?

1. A catalyst for growth and improvement

Interview feedback is a recruiter’s golden ticket to ensuring a candidate’s growth and development. At the end of the day, recruitment is all about fostering people and their qualities. Providing actionable feedback sets a benchmark for improvement, helping them understand what they must work on.

2. To build a strong employer brand

Your words can turn your company into a superstar. When you provide constructive feedback, job seekers will respect your company, even if they don’t get the job. It shows you care about your career, not just filling a position. This positive experience can lead them to spread the word about your employer brand.

3. The gift of clarity

Good feedback can make someone’s career journey a little less bumpy, adding a human touch to the hiring process. It clarifies to the candidate what went wrong and what was truly impressive, empowering them to make informed decisions about their next steps.

4. Encouraging a feedback culture

By giving valuable feedback, you’re also encouraging your interviewees to do the same. This two-way street can help you come across crucial insights on candidate experience you might have missed out on. Ultimately, a feedback culture can significantly improve your interview process, honing your interviewing skills for the better.

5. An initiative towards data-driven hiring decisions

Candidate feedback can also be a treasure trove of structured data. Analyzing the details of effective interview feedback can help you collaborate with hiring managers and make better hiring decisions to attract top talent. For example, if multiple applicants are underperforming in a specific area, it might be worth revisiting the job description or training program.

What does good interview feedback look like: Dos and don’ts

1. Be specific, not vague

“Good job” or “Not a fit” won’t cut it. Be specific in your feedback. Did the candidate answer a question particularly well? Did their experience not align with the role? Give them the acute details of everything noteworthy. Appreciate the follow-up questions to solve the exact bottlenecks a job seeker might face.

2. The sandwich approach

Start with positive interview feedback, then discuss areas for improvement, and again end on a positive note, establishing a proper balance. This sandwich approach ensures unsuccessful candidates don’t feel overwhelmed by criticism yet have something meaningful to take back home–a positive candidate experience.

3. The right words at the right time

Don’t let feedback marinate for too long. The sooner you provide it, the fresher the job interview will be in the candidate’s mind. Coming up with detailed feedback at the right time can help them connect the dots better. This makes your suggestions more likely to be implemented by the interviewee.

4. The art of honesty and transparency

There’s a fine line between being honest and being brutal. Even if the candidate bombed the interview and you want to be candid about the areas they need to improve, don’t be harsh. Stick to the facts, but don’t let the personal bias of your hiring team creep into the feedback. A sprinkle of positivity can go a long way to building rapport.

5. Listen carefully and take notes

Don’t make it a monologue. Be open to the candidate’s thoughts and questions and “listen to understand” when they speak. This can help clear misunderstandings and ensure your feedback is well-received. Further, remember to document every word in the conversation to stay accountable to hiring managers.