How do you give effective interview feedback?

I ask for specific examples of how they've demonstrated our organization's core values and asking the same or similar questions of all candidates.

In my experience, providing effective interview feedback is a skill that requires careful planning and thoughtful communication. Before the interview, establish a clear framework for evaluating candidates. Define the key skills, competencies, and qualities you're seeking. This will serve as the basis for your feedback.

It´s important to have a structure in mind, to cover all important, and at the same time is important not to be too attached to the structure as is important to have some naturality during the conversation. People like to have conversations rather than respond as robots. Having defined times during conversations like Expectations review, professional experience review, and closing with Q&A and process steps allows you to have a clearer conversation and provide specific feedback targeting important bullets in case is needed during the conversation. As well as provide the candidate with all the information might need.

Absolutely, having a well-defined plan is crucial for conducting effective interviews. It ensures fairness and consistency in evaluation. It also helps in focusing on the most important aspects of the candidate's suitability for the role. By preparing specific questions and scenarios, you create a standardized process that facilitates better comparison among applicants. This approach ultimately leads to more informed and objective hiring decisions.

I agree feedback should be provided timely & accurate. eg: 1.If a candidate is waiting for the feedback with a hope that he is selected & even if he is selected however the offer might not be as exiting as he expected. In the interim, he doesn't give importance to other offers he might be receiving. He might loose out on other relevant opportunities which might offer him growth in near future, etc. 2.Sharing accurate feedback is a must. Always start with positive feedback, then after explaining you share areas of improvement. Areas of improvement are very critical to be shared for that candidate so that he can strengthen his weakness & be prepared for future opportunities. Feedback should always be shared in person.

I aim to give feedback within 48 hours of the completed interview either by phone or a zoom meeting. If the hiring managers are taking longer to provide feedback, I make sure to update the candidate of this and explain why it is taking longer than anticipated, and that I will keep them updated until I have the feedback to go through with them.

I encourage interview panels to explain their assessments and the GAP in skills to candidates at the end of interview, so when i call candidate to give feedback, they are almost aware of the status and the reason as well.

Provide feedback soon after the interview while the conversation is fresh in the candidate's mind. Timely feedback allows them to reflect on their performance and make meaningful improvements.

I encourage interview panels to explain their assessments and the GAP in skills to candidates at the end of interview, so when i call candidate to give feedback, they are almost aware of the status and the reason as well.

In an ideal world, all interview feedback is as specific as possible. This gives the candidate the chance to improve exactly where they missed the mark. This way, if they apply for another role within the company, they know where to brush up and can come in strong for the next time around.

I always get a paragraph for any successful candidate or unsuccessful. With these current times, people need to be able to grow themselves as individuals. Simply having a "no" doesn't just have a knock on effect, it effects people's : Confidence, Mental well-being, ability and progression. Making sure this is delivered in the right way is key but also what knock on effect this could have on someone. Be respectful, be polite and make time for someone.

Offer specific examples of the candidate's performance during the interview. Highlight both their strengths and areas that need improvement.

When giving feedback, refer to specific instances from the interview. Highlight behaviors, responses, or actions that impressed you or raised concerns. Concrete examples help candidates understand your perspective.

One of the best things we can do for a candidate is explain what kept them from getting the job offer. This is especially important if the differentiator is a hard skill they can obtain. 1. Help them understand what skills gaps to close so the next opportunity gets them the job offer. 2. If they fell short on answering any of the interview questions, this is also an opportunity to coach them on that specific response. Just like with all other workplace conversations, be direct, candid, fact based and respectful. Above all, give feedback that is actionable.

This is really important because the candidate need to know what was the problem so that they could improve for their next interview. It is for them to make adjustments or prepare better when they don't know what went wrong. Just telling them 'sorry you didn't get the job' without any constructive feedback is not helpful at all

Always use the word constructive! People that are out of work are really trying, so at least we can do as recruiters or hiring managers, is give good constructive feedback. Help people develop, Hiring Managers are the experts, so in my eyes it's a duty of care we need to provide. It's 2023 and people's confidence can be knocked, so let's make sure we changing that experience into nothing but positive one.

Have always been honest in my feedback to candidates. My philosophy is that there is no Good or Bad candidate, it is about whom we feel is the right fit for the role for a particular department in a particular organization. As recruiters we also have a social and professional responsibility to help the candidate improve further for the next interview or opportunity. It is so very satisfying when any candidate contacts you to thank you, for your feedback's, which helped them to be successful in their next interviews.

Constructive and actionable feedback are key in making it valuable for the candidate. Without the recommended actions to take along with the feedback gives the candidate hope and knowledge that these are items they can improve on. I always recommend giving 1-2 options or resources to allow them to enhance their skills, knowledge and even network to be able to improve based on their goals. I think giving constructive feedback that is relatable to their desired role is important as well.

Deliver feedback in a private setting, whether it's through a one-on-one conversation, email, or phone call. Respect the candidate's feelings and respond empathetically to their reactions.

Be Kind but Candid. The best thing you can give someone who's disappointed after an unsuccessful job pursuit, is candid coaching on how to increase their future win rate. If your coming from the sincere goal of helping them improve their future odds, your default tone will be kind.

It is a good practise to provide a constructive feedback to candidates. It is essential and helps them understand their strengths and areas for improvement. The goal is to help the candidate grow and enhance their performance in future interviews and job opportunities. I advise the candidates on the following: 1. On showcasing and highlighting their experience and adaptability that demonstrate teamwork. 2. If they tended to ramble. Suggest them to be more focused and articulate their thoughts clearly and concisely. 3. Their exposure and experience towards a particular area that is important for the role. 4. Encourage them to gain more exposure and skills. 5. Guide the candidate on the questions which they struggled to answer.

When giving feedback ensure it is based not on emotion/bias/gut feeling/assumption. This is why company have process for hiring managers to go over intensive interview prep. This will avoid unfair treatment/discrimination & lawsuits. lots of companies don't provide feedback as it could get messy. Example If you say there was no eye contact and the person lacked confidence, could this be cultural bias where having eye contact is insubordination or a disability? Neuro-diverse, lazy eyes? When you say communication skills, could person have speech issues, stammering, langague barrier? Hiring managers are not coaches and don't expect them to fix your interview skills. Each interview is different, take feedback and work on it.

Follow the Situation-Behavior-Impact (SBI) model. Describe the situation, mention the candidate's behavior during the interview, and explain the impact it had on your evaluation.

The honest and open answer to these questions is based on how many candidates and how much time you set aside for this. In a vacancy which generates 100’s of applicants the reality is that you won’t be able to give everyone feedback. However narrowing this field down to a more manageable number (would recommend never more than 5/6 interviews a day) you should be able to give candidates some quality feedback.