Interview feedback serves as a crucial bridge between the employer (interviewer) and the candidate (interviewee), facilitating a deeper understanding and improvement on both ends. For the employer, it’s an opportunity to reflect on the questioning strategy and the effectiveness of their assessment techniques in the hiring workflow. For the interviewee, feedback provides insights into their performance, highlighting strengths and pinpointing areas needing improvement. This dual perspective enriches the hiring process, ensuring a mutual benefit that drives better hiring decisions and personal career development.
The top reasons and importance of sending interview feedback are:
- It shows that the employer cares for the candidate
- The candidates feel dignified
- Feedback helps the candidate build the skills they lack
- It increases the brand value of the company
- Increases candidate engagement
- Builds candidate-employer relationship
- Streamlining the process by setting expectations
Feedback after an interview isn’t a courtesy–it’s a necessity. Here’s why interview feedback is a powerful tool for both employers and candidates, driving positive outcomes in the hiring process.
- Enhanced Learning for Candidates:
Each interview provides valuable insights. By receiving constructive feedback, candidates can identify areas for improvement and refine their interviewing skills. This continuous learning leads to stronger presentations and responses in future interviews. - Performance Improvement for Interviewers:
Interview feedback allows interviewers to assess the effectiveness of their questioning techniques and interaction styles. By understanding what elicits the best responses from candidates, interviewers can refine their approach and improve their ability to evaluate candidates accurately. - Building a Positive Candidate Experience:
Providing constructive feedback demonstrates that your company values growth and transparency. This enhances your employer’s brand and attracts top talent seeking opportunities for professional development. - Strategic Adjustments for All:
Both interviewers and candidates can use feedback to make strategic adjustments to their professional conduct. Interviewers can refine their hiring process, while candidates can use the insights to strengthen their candidacy for future positions.
Key to submitting an effective interview feedback
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Specificity
Be explicit about where the candidate did well and where they need improvement. For instance, rather than saying a candidate needs better communication skills, you could specify, “During the discussion about your previous role, you were a bit unclear about the strategies you implemented. Next time, it might help to outline your steps more clearly to showcase your strategic thinking.”
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Provide examples
Using specific examples from the interview ensures the candidate understands your feedback fully. For example, if a candidate demonstrated strong problem-solving skills, highlight the moment they did so: “When asked about handling tight deadlines, your example of managing the project deliverables by prioritizing tasks effectively showcased your strong organizational skills.” This helps candidates know exactly what behaviors or answers had a positive impact.
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Focus on growth
Frame your feedback in a way that focuses on the candidate’s development, rather than just critiquing their performance. This approach makes the feedback constructive, such as, “You mentioned feeling rushed during data analysis tasks. Perhaps exploring time management strategies or tools could enhance your efficiency and confidence in handling similar tasks in the future.”
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Offer encouragement
Feedback should not only point out areas for improvement but also reinforce what candidates are doing well. This boosts their confidence and motivates them to continue developing their skills. Say something like, “Your ability to articulate complex technical processes clearly is impressive and will be a significant asset in roles that require stakeholder communication. Keep leveraging this strength in your discussions.”
Do's and don'ts of interview feedback:
Do’s:
- Be timely: Provide feedback soon after the interview to ensure details are fresh in everyone’s mind.
- Be honest and respectful: Deliver constructive criticism with honesty and respect.
- Focus on growth: Frame feedback to help the candidate develop their skills.
- Maintain privacy: Discuss feedback in a private setting to protect the candidate’s dignity.
Don’ts:
- Avoid generalities: Strive for specific and actionable feedback.
- Negativity bias: Ensure a balance between areas for improvement and positive reinforcement.
- Personal comments: Keep feedback professional and relevant to the job requirements.
- Rush the process: Take the time to craft thoughtful feedback that offers true value.
Takeaway
Whether you’re on the giving or receiving end, understanding and implementing effective interview feedback is pivotal. For interviewers, using an ATS like PyjamaHR refines the hiring process and enhances decision-making through effective interview techniques for a successful hire. For interviewees, it’s a tool for growth and professional development. By adhering to these guidelines, both parties can maximize the benefits of feedback, leading to more successful hiring outcomes and career advancement. Embrace feedback as a powerful ally in your professional journey, and continuously improve the candidate experience with tools like PyjamaHR.