Here's how you can solicit valuable feedback post-interview.

I encourage applicants to ask for feedback in the thank you letters to each interviewer. An easy way to do this is by 1 - thanking them for their time, of course. 2 - highlighting some of the key points from the interview and reiterating their strengths in those areas. And 3 - asking for feedback on specific areas that were relevant to the job or that the interviewer highlighted as critical. An example would be "How would you rate my technical examples against the targeted skills for the job? Is there any additional information I could provide to better showcase my skills in that area?" While I typically don't offer feedback to candidates unsolicited, anyone who asks I always try to provide them with constructive, actionable feedback.

Timing is everything when following up to get feedback after an interview process. It's always a best practice to send a quick note 24 hours after the interview, thanking the team and hiring manager for their time and also seeing if there's been any decision made on your candidacy. Recruiters on the other end should make time to either follow up via email or setup a call to discuss further.

A great way to stand out from the crowd is by soliciting valuable feedback warmly and professionally. Once the interview concludes, wait a day and then reach out to your interviewer with a polite and thoughtful email. Express your genuine appreciation for the opportunity and highlight specific aspects of the interview that you found particularly engaging or insightful. Then, kindly ask for any feedback they might have regarding your interview performance, as you are always looking to improve and value their professional insights. This approach not only shows your commitment to personal growth but also leaves a lasting impression of your proactive and positive attitude.

Here are some tips for soliciting valuable feedback after an interview: Send a Thank-You Email: Express your gratitude and interest in the position. Ask for Constructive Criticism: Politely request specific areas for improvement. Be Specific: Mention particular aspects of your performance you’re curious about. Stay Professional: Keep your tone positive and receptive. Follow Up: If you don't receive a response, it's okay to send a gentle reminder.

En tu proceso de preparación de entrevista, debes tener preguntas de cierre establecidas, entre ellas, dos importantes: ¿Qué de mi perfil te pareció que no encaja con la posición? Esta te permitirá rebatir esas objeciones en el mismo momento de la entrevista! ¿Qué de mi perfil te parece adecuado para la posición? Esta te permite cerrar en positivo la entrevista y dejar esos aspectos frescos en la mente del entrevistador. El momento adecuado de hacerlas es cuando el entrevista te diga ¿alguna duda? ¿Algo más que quieras agregar? Si no tuviste oportunidad de hacerlo en la entrevista, con un correo agradece la oportunidad, muéstrate entusiasmado por la chance y pregunta si hubiera algún feedback u comentario de mejora para ti.

When requesting feedback, be clear about what you want to know. Ask about particular skills, responses, or parts of the interview. This helps interviewers provide detailed and actionable insights. For example, "Can you provide feedback on how I handled the technical questions?" is more effective than a general request.

One thing I've found useful is to mention that you would be seeking constructive feedback once the interview gets over. Mentioning it in advance to the interviewer makes him/her sense that you're a person with a positive mindset who loves feedback. We need to maintain a fine balance between seeking feedback with grace and getting harsh while asking for the feedback. Writing an email to the interviewer thanking him/her for making time to evaluate can be an inception on a high note. We may share the experience that we had during the process and then we can seek the constructive feedback.

Be specific about the areas you want to develop by asking targeted questions about your performance, what went well and what needs to improve. Begin by thanking the interviewer(s) for their time. For example, thank you for the opportunity to interview for the [Job Title] role at [Company Name]. I am eager to learn and grow from this experience and would greatly appreciate any feedback you could provide. Specifically, I am keen to understand my performance and focus on targeted areas for development. Your insights would be invaluable in helping me improve and better align myself with the expectations for such roles. Thank you for your time and consideration.

When asking for feedback, be as specific as possible. Instead of asking for general comments, pinpoint certain areas where you'd like more detailed information. For example, you might ask about your performance on a particular question, the effectiveness of your presentation skills, or how well you demonstrated your fit for the company culture. Being specific not only makes it easier for the interviewer to provide useful feedback but also shows that you are focused on continuous improvement in precise areas.

When asking for feedback, start by clearly mentioning why you need the feedback, whether it's for improving a skill, project effectiveness, or personal development. Provide context by explaining the background, objectives, and any concerns you have. Specify the preferred format for the feedback, like verbal, written, or structured evaluation. Focus on actionable areas, asking for suggestions on specific improvements. development.

"Showing gratitude is always a good idea. Even from the worst interview, we learn a lot (how not to run interviews, what went wrong, how you would do it differently, how you would respond or ask in another way, etc.). You never know when or how you will meet these people again in your life, so building good relations is beneficial for both of you."

After an interview, showing gratitude while soliciting valuable feedback is crucial for your professional growth. Sending a personalized thank-you email expressing appreciation for the opportunity demonstrates your professionalism and interest in the position. Politely requesting feedback on your interview performance and areas for improvement not only shows your willingness to learn but also helps you understand how to refine your skills for future opportunities. This proactive approach not only strengthens your relationship with the interviewer but also provides valuable insights that can enhance your interviewing technique and overall career development.

Express gratitude by sending a thoughtful thank you letter post interview and highlight what you appreciated about the conversation. Mention specific aspects that you found insightful or enjoyed learning about, which shows your genuine interest. Additionally, take this chance to politely ask for feedback , such as what aspects of your experience and responses resonated well with the interviewers. This not only shows your commitment to continuous improvement but also your willingness to take constructive criticism positively. Finally, reiterate your enthusiasm for the role, emphasising the value you can bring to the team if selected. This approach will help gather valuable insights and reinforce your interest and professionalism.

Gratitude is the way up in life. Anything you are not grateful about you stand the chance of losing them. And Whatever you are grateful for will eventually multiply. So learn to be grateful for what you have in anticipation of what is to come. Gratefulness paves the way for increase in all ramifications.

Soliciting valuable feedback after an interview can help you understand your strengths and areas for improvement. 1. Send a Thank-You Email first (Before asking for feedback, express your gratitude for the opportunity) 2. Request Feedback Politely (Wait a few days after your thank-you email before sending a request for feedback) 3. Be Specific in Your Request 4. Express Openness to Constructive Criticism 5. Use Feedback for Improvement( once you receive feedback, analyze it and create an action plan to address the areas for improvement. by following these steps, you can gather meaningful insights from your interview experiences and continuously enhance your professional skills.

When you seek out feedback, you have to be ready to hear things that may not be the most positive about yourself. Be ready for that. Be ready to hear why you were deemed as not a good fit for a particular role, and be willing and able to accept the information and learn from it. Growth is only possible with consistent retrospection and analysis.

Whether the feedback is positive or negative, it is very important to reflect the external perception of ourselves. The interview is always a moment of growth for each of us. We must always take advantage of this opportunity to confront other realities/people.

Self reflection post interview is crucial. It is often more important than receiving actual feedback from the interviewer. Interviewing is not an objective process , because we are dealing with people. However , there is a company for everyone and what truly matters is what YOU think. If you can identify your own areas of opportunity, then you can work on it and attract a company that is right for you.

Luego de una entrevista, me gusta mucho ir por un cafe y anotar lo que aprendi de mi y qué fue lo que captó mi atencion del lugar, del ambiente que percibi, de las palabras que usaba mi entrevistador, incluso de como me recibieron. Hace unos meses atrás fui a un parque zoologico a dar una entrevista. Quedaba considerablemente lejos de mi casa, era un dia muy caluroso. La persona que me citó me dio mal las indicaciones para llegar, por lo que estuve alrededor de 20 minutos perdida buscando la entrada. Cuando por fin logre llegar, mi entrevistador notó que estaba muy cansada y acalorada, dado que me preguntó si me constó mucho llegar. Comenzamos de inmediato con la entrevista. Le hubiese agradecido tanto que me ofreciese un vaso con agua.

Receber um feedback negativo, não é algo fácil. Mas você pode realizar uma autoavaliação e com isso, traçar medidas para melhorar.

Understand the Feedback: Clarify Details: If any part of the feedback is unclear, reach out to the interviewer or recruiter for further clarification. Self-Assessment: Compare the feedback with your own self-assessment of the interview. Identify areas where you agree or disagree. Set Specific Goals: Define clear and specific goals based on the feedback. For example, if you need to improve your technical skills, set a goal to complete a certain number of coding exercises or projects. Mentorship: Seek guidance from mentors, peers, or professionals who can provide additional insights and help you improve. Be Persistent: Continuous improvement takes time and effort. Keep working on your goals and don't get discouraged by setbacks.

Once you receive the post interview feedback, be smart and start to take it positively as a developmental feedback. Set your areas of development that needs to be tackled through a timely plan of action. This approach not only showcases your dedication to professional development, however also provides valuable insights and ideas that can be beneficial in your future professional job interviews. to do so, the interviewer should give a constructive criticism, instead of finger pointing on the personality.

Not all hiring managers are gifted at providing constructive feedback, and receiving feedback can be tough and becomes very personal (I mean, it’s literally about you). When feedback is more personal and less around skill, it can often sting, but no one knows you better than you know yourself (although Mothers come pretty close - so good sounding board there). So take a minute to reflect on the feedback but refrain from ‘wearing’ it if it doesn’t ‘fit’. It could be a good idea to test some of the feedback with someone who knows you well to try and understand how you can explore developing that specific area to have the best prospects for success in the next interview.

I recommend things like "practice interview answers in the mirror" or "recording yourself on the phone" to enhance flow of answering questions. I also want to be cognizant that bias is real. I recommend exercising balance when trying to implement feedback...if it is something you have never heard before, maybe ask a mentor for their thoughts. There are so many uncontrollable factors that go into making a hiring decision, so its important to consider feedback, do your best, but do not overwhelm yourself with every detail offered to you.

Act on the feedback you receive. Make concrete plans to address any areas of improvement. Whether it's enhancing a skill or adjusting your approach, implementing changes demonstrates your willingness to learn and adapt, which is highly valued in any professional setting.

After making improvements based on the feedback, it’s beneficial to follow up. Let the interviewer know how their feedback has helped you grow. This not only shows your commitment to development but also keeps the door open for future opportunities.

Sending a follow-up message post-interview is a critical step in the job application process that can significantly influence the interviewer's perception of you. A thoughtful follow-up message reaffirms your interest in the position and highlights your enthusiasm for the role and the company. It serves as a platform to reiterate your key strengths and how they align with the company's needs, potentially addressing any concerns that may have arisen during the interview.

Not seeking feedback means missing out on crucial insights that can help you grow and improve. It can lead to repeated mistakes in future interviews and prolonged job searches, keeping you from landing your ideal role. Send a Polite Follow-Up Email: A few days after the interview, send a thank-you email and politely ask for feedback on your performance. Implement the Feedback: Take the feedback seriously and work on the areas highlighted by the interviewer. Inform the Interviewer of Your Progress: After some time, send a follow-up message to update the interviewer on how you’ve addressed their feedback. This shows initiative and a commitment to professional growth.

Some companies have an "only give feedback to candidates if they ask for it" so following up with your recruiter is crucial. One tip is that you can ask the recruiter when could you reach out to ask for feedback at the end of the interview and don't miss out on their answer.

I often try to connect with all the Recruiters I encounter on LinkedIn. During the interview phase, especially if the energy is good, I ask if they are open to connecting. You never know when they might leave the company and remember you for other positions. When sourcing for candidates, Recruiters will check their connections and those most visible first. The follow-up can even be general like "Thank you for the meaningful insights. I would love to stay connected to support each other's networking goals."

Asking the interviewer or recruiter directly who to solicit feedback from may seem simple, but it’s crucial. I've seen candidates bypass the recruiter and go straight to the interviewer, which I have seen backfire. While some interviewers are unbothered, others may be turned off, hurting the candidate’s chances. Typically, feedback comes from the recruiter, who acts as a buffer between the candidate and the interviewer. A straightforward question to the recruiter, such as, "Who should I ask for feedback or send a thank you email to?" demonstrates professionalism and can positively impact your candidacy.

First and foremost, it is the nature of feedback that candidate wishes to seek..is it related to the selection or is about developmental inputs which may help him or her in future. The interviewer can play a role and add value to the candidate by routing the assessment findings and suggestions post the process. It is also about how serious the candidate is about the feedback from the interview. In-fact, at the end of the interview when a candidate is given a chance to ask questions or make a comment, the candidate can make an explicit request to receive feedback based on the interview at an opportune time.

I don't recommend asking what you did wrong, or for feedback on your interview answers. Most recruiters and hiring managers won't answer that question. You are more likely to get actionable feedback if you ask for advice - what can I do to better prepare myself for a job like this in the future. Put them in the role of mentor, not critic, and you are more likely to get a response.

Be gracious and thank your interviewer, be polite when asking for feedback, and acknowledge that it's up to the interviewer if they want to share some criticism with you and you can wait for couple of day and ask again.

Let's take it a step further: how can we transform a request into a valuable exchange? Frame it as learning, not just self-improvement. Show genuine interest in the interviewer's insights about the role and company culture. This positions you as someone who wants to grow within their specific environment. Spark a conversation with a specific question. Instead of a generic request, ask about a particular aspect of the interview you'd like to learn more about. This demonstrates focus and initiative. By going beyond a simple "thank you," you can turn your post-interview email into a learning experience and potentially build a lasting professional relationship. What are your thoughts on reframing feedback requests?