Interview feedback is integral to the recruitment process, but it can be tricky to figure out phrasing. Clear interview feedback supports candidates’ professional growth, fosters transparency, and contributes to a respectful and engaging candidate experience.
Are you interested in incorporating interview feedback into your process but need help finding the right words? This article explores effective interview feedback examples, best practices for delivering feedback, and the benefits of incorporating this approach into modern recruitment strategies.
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What is interview feedback?
HR leaders provide interview feedback to job candidates after they finish the interview process with a company. It includes detailed responses to how the candidate handled various interview questions and how their answers align with the role’s requirements.
While some organizations don’t provide interview feedback, it’s best practice to offer it as it benefits both the candidate and the employer. With interview feedback, applicants receive valuable information about their interview performance that they can use to increase their chances of success in future job interviews.
At the same time, having a reputation for giving helpful interview feedback can contribute to a positive employer brand and help organizations with recruitment. It demonstrates that a company respects applicants’ time and recognizes the effort it takes to interview for a role.
Interview feedback best practices
HR leaders can try these best practices to ensure the process is both effective and respectful.
- Honesty: Be candid in your feedback, even if it’s critical. Honest feedback helps candidates understand their performance and areas for improvement.
- Sensitivity: Understand that receiving feedback, especially after a rejection, can be challenging. Approach the conversation with empathy, acknowledge the candidate’s effort and disappointment, and ensure your feedback is delivered carefully.
- Actionability: Provide actionable feedback with clear, practical suggestions for improvement so they can address gaps identified during the interview.
- Positivity: Whenever you can, highlight the candidate’s strengths and successes in addition to areas for improvement. A balanced approach, which includes recognizing what went well, makes it easier for candidates to accept and learn from critical feedback.
- Deliberateness: Treat the feedback session as a meaningful interaction in the candidate’s career journey. Prepare thoroughly and be deliberate in your communication to ensure the feedback is helpful and respectful.
- Timeliness: Provide feedback as soon as possible after the interview while the details are still fresh. Prompt feedback allows candidates to quickly reflect on their performance and make necessary adjustments for upcoming interviews.
Interview feedback examples
Let’s take a look at some great interview feedback examples.
Positive interview feedback examples
Positive interview feedback refers to the recognition given to candidates for their strengths and successful interview performance. Here are some examples to use when giving positive feedback:
- “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.”
Constructive interview feedback examples
In addition to providing positive feedback, offer constructive feedback with actionable suggestions. Use this feedback to help the candidates understand areas where they can improve and prepare them for future opportunities.
Here’s how to phrase constructive interview feedback effectively:
- “While you answered our questions competently, your lack of questions gives the impression that you were unprepared. To improve future interviews, consider preparing thoughtful questions for your interviewers to show your engagement and curiosity.”
- “Your communication skills were strong, but your body language suggested some nervousness. For a more confident impression, make more eye contact with the interviewers.”
- “Your educational qualifications align well with the role, but your lack of relevant work experience was a concern. Consider gaining practical experience through internships or related projects to strengthen your application for similar positions in the future.”
Negative interview feedback examples
The hardest feedback to give is negative since it must be phrased tactfully and respectfully to avoid being hurtful. Here are some examples of how to politely word interview feedback for unsuccessful candidates.
- “Your performance on our interview exercises indicated a lack of the necessary knowledge for this role.”
- “We are unable to move forward with you because your educational background does not match what we are looking for.”
- “With the years of experience you have in this role, we are unfortunately unable to offer you what would be a fair salary and room for growth.”
- “During the interview, we found that you were unable to demonstrate familiarity with the technical skills necessary for this position.”
- “In the process of interviewing you, we found that your personal values do not align with those of the company.”
- “With your current lack of essential work experience in this industry, we do not believe you’d be successful in this role.”
Behavioral interview feedback examples
Behavioral interview feedback focuses on how candidates have handled situations in the past, which can predict future behavior in similar scenarios. Providing specific feedback on their responses can help candidates understand how well they communicate their experiences during an interview.
- “You demonstrated strong problem-solving skills when discussing how you handled customer complaints in your previous role. However, in future interviews, consider highlighting what you did and how you collaborated with your team to find a solution. This will show a balanced approach between individual initiative and teamwork.”
- “Your example of managing a team through a tight deadline showed great leadership qualities. To enhance your answer, include more details about how you motivate your team members during stressful times.”
- “While you provided a good example of managing conflict with a coworker, we would have liked to hear more about the strategies used to de-escalate the situation and ensure a positive outcome for all parties involved.”
Skill-based interview feedback examples
Skill-based feedback focuses on the specific abilities and technical skills a candidate has or lacks for the role. This feedback helps candidates understand areas where they need to improve or further develop their skills.
- “You displayed a solid understanding of our software tools, which is critical for this position. To further improve, consider gaining more experience with data analysis software, as this will be a significant part of your daily responsibilities.”
- “Your presentation skills were strong, and you clearly conveyed your ideas. However, we suggest working on your coding skills, especially in Python, as this role requires a high level of programming proficiency.”
- “While you have a strong foundation in marketing strategies, we noticed a gap in your knowledge of digital marketing analytics. Focusing on this area could make you a stronger candidate in the future.”
Communication-based interview feedback examples
Communication-based feedback relates to how effectively candidates can convey their thoughts, ideas, and responses during the interview. This matters in roles that require strong interpersonal skills and clear communication.
- “Your verbal communication was clear, and you answered questions directly. However, practicing more concise responses could improve your communication and make it more effective.”
- “You have a confident communication style, but occasionally your responses were too brief, leaving out necessary details. A bit more elaboration would help in conveying a complete understanding of your thought process.”
- “While you communicated well overall, there were times when your answers were overly technical. Remember to adjust your language based on the audience to ensure clarity and engagement.”
What to avoid when giving interview feedback
When giving interview feedback, avoid these common pitfalls to ensure the feedback is constructive and well-received:
- Being overly vague: Feedback should be specific and actionable. Avoid comments that are too general and do not provide clear guidance
- Focusing solely on the negative: Balance critical feedback with positive points to encourage improvement without discouraging the candidate
- Using inappropriate or unprofessional language: Always maintain a professional tone to ensure the feedback is taken seriously and is respectful
- Providing unsolicited personal opinions: Stick to objective observations about the candidate’s performance rather than personal biases or opinions
- Delaying feedback: Providing feedback too long after the interview can reduce its effectiveness
Benefits of interview feedback
Providing interview feedback has several benefits that go beyond the immediate hiring decision. Here are some key advantages:
Supports professional growth
Feedback offers candidates valuable insights into their interview performance, helping them identify strengths and areas for improvement. This constructive criticism can guide them in developing skills and preparing better for future opportunities, ultimately fostering a more competent and confident workforce.
Over time, this continuous feedback loop can contribute to a culture of learning and development within the industry.
Encourages transparency
Offering feedback fosters a culture of openness and honesty within the hiring process. It signals the organization values communication and is committed to helping candidates understand areas where they can improve. This creates a more transparent and trusting relationship between the employer and prospective team members.
This transparency can also enhance a company’s reputation and attract candidates who value a straightforward and respectful hiring experience.
Enhances the hiring process
Interview feedback enhances the hiring process for candidates beyond the immediate hiring decision. Positive feedback can boost a candidate’s confidence in future interviews. Plus, by understanding how they match or differ from a company’s expectations, they can refine their job search and focus on positions that better fit their career goals.
Earn a great reputation
Companies that give thoughtful and actionable feedback can build a reputation as a considerate employer. This can attract high-quality candidates and positively impact the employer brand, helping your organization keep recruitment competitive.
A strong reputation for fair hiring practices can also lead to higher employee satisfaction and team member retention rates. It can also create a respectful relationship between the company and the candidate. This can keep the door open for potential future opportunities with the organization.
Learn more about interview feedback
Here are some frequently asked questions about interview feedback:
How much detail should you provide in feedback?
Try to strike a balance between being thorough and concise. Provide enough detail to give the candidate a clear understanding of what they did well and where they need improvement, but avoid overwhelming them with too much information. Focus on the most relevant points that will help them in future interviews.
Do you have to give negative feedback?
Providing negative feedback is often necessary, but it should be delivered constructively. Negative feedback allows candidates to improve. Frame it in a way that can help them move forward, like: “Your responses were solid, but didn’t share your complete thought processes. In future interviews, try to expand on your thought process to showcase your problem-solving skills.”
Or, you may say something like this: “While you have relevant experience, the examples you provided didn’t clearly align with the role’s requirements. In future interviews, try to tailor your responses to highlight how your skills match the job you’re applying for.”
How do you write feedback after an interview?
Start with the positives before moving on to areas for improvement. Use clear, specific examples from the interview to illustrate your points. Make sure your feedback is actionable, offering suggestions on how the candidate can improve in the future. Finally, keep your tone professional and respectful.
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What are positive remarks for an interview?
Positive remarks should highlight the candidate’s strengths, like their vast industry knowledge, effective communication skills, strong problem-solving abilities, or cultural fit. Phrases like “You demonstrated a strong understanding of the key responsibilities” or “Your enthusiasm for the role was evident and appreciated” reinforce what the candidate did well.
Improve candidate experience with interview feedback
Giving detailed interview feedback offers a powerful human touch that creates a positive candidate experience. The process can be time-consuming, but it’s a hiring challenge well worth tackling to establish your company as considerate and supportive.
Next time you’re unsure about what to say or how to say it, revisit these interview feedback examples for some inspiration.
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