Interview feedback done right: Best practices and step-by-step guide

In today’s competitive job market, giving thoughtful interview feedback is more important than ever—whether you're an employer or a candidate. This guide breaks down best practices, step-by-step tips, and common mistakes to avoid, so you can ensure your feedback is constructive, inclusive, and effective.

What is interview feedback?

Simply put, interview feedback is a structured review of a candidate’s performance during the hiring process. It highlights their strengths and areas where they can improve. For candidates, this feedback helps them understand how they did and gives them a chance to work on areas that need improvement. For employers, it’s a way to improve the hiring process and build a stronger employer brand.

Why is giving interview feedback important?

Interview feedback is more than just a decision of "yes" or "no." It's a valuable tool that can benefit both employers and candidates. Let’s break down how feedback can improve the recruitment process for everyone involved.

Employer Benefits

While many employers think they’re doing candidates a favor by offering feedback, it’s actually a win-win. Here’s how employers can benefit:

1. Refined Hiring Process: Gathering detailed feedback from interviewers helps identify strengths and weaknesses in your interview format. Was the questioning effective? Did you leave enough room for in-depth conversations? Feedback helps improve the hiring process, leading to better hires in the future.
2. Stronger Employer Branding: When you provide feedback, you show candidates that your company values their time and experience. This builds a positive employer brand and attracts top talent who appreciate transparency.
3. Improved Candidate Experience: Giving feedback demonstrates that you value the candidate’s effort, even if they weren’t the right fit. This can lead to goodwill and may even encourage rejected candidates to recommend your company to others.

Candidate Benefits

For candidates, receiving feedback can be incredibly valuable. Here’s what they gain:

1. Growth and Development: Constructive feedback highlights strengths and areas for improvement, helping candidates refine their interview skills and presentation for future opportunities.
2. Increased Success Rates: By understanding what employers are looking for, candidates can adjust their approach for future interviews, improving their chances of landing their desired job.
3. Career Development Insights: Feedback can reveal how well candidates fit with a company’s culture and role, allowing them to refine their job search strategy and target opportunities that align with their strengths and interests.

In short, giving feedback benefits everyone—employers can improve their hiring process, while candidates can grow and improve for future interviews.

Best practices for giving interview feedback

Giving thoughtful, constructive feedback is an art. Here are some tips to make sure your feedback is clear, actionable, and positive for both you and the candidate:

1. Timeliness is key: Aim to deliver feedback within a week of the interview. Timely feedback shows you respect the candidate’s time and keeps them engaged in the process.
2. Be honest, but kind: Tell the truth about areas for improvement, but always frame it with empathy. Focus on how the candidate can improve, not just on what went wrong.
3. Be specific: Vague feedback like “be more confident” isn’t helpful. Instead, provide clear, actionable suggestions. For example, instead of saying, “Your answers were too brief,” suggest providing more examples to support their responses.
4. Balance strengths and areas for improvement: Make sure to highlight what went well in addition to areas that need work. This helps the candidate feel appreciated for their efforts while still offering room for growth.
5. Be consistent: Create a standard process for all candidates to ensure fairness and avoid unconscious bias. Having a structured feedback template or form will help keep things consistent.

Step-by-step guide to giving interview feedback

Here’s a simple 4-step guide for providing clear, effective feedback after an interview:

Step 1: Prepare your feedback

Before diving into feedback, gather your notes and review the candidate’s resume, interview responses, and any additional observations you made during the interview. Refresh your memory on the job requirements so your feedback aligns with the role’s specific needs.

Step 2: Structure your feedback

Your feedback should follow a clear structure:

1. Introduction: Thank the candidate for their time and explain that the feedback is aimed at helping them grow.
2. Positive Feedback: Highlight the candidate’s strengths, such as their skills, enthusiasm, or relevant experience.
3. Constructive Feedback: Point out areas for improvement, with actionable suggestions for growth.
4. Conclusion: Summarize your feedback and thank the candidate for their time. Offer next steps or mention any potential future opportunities.

Step 3: Deliver the feedback

How you deliver your feedback matters just as much as what you say. Choose the best method for your feedback:

• In-person: Great for in-depth discussions where the candidate can ask questions.
• Phone: Offers a more personal touch than email but still flexible.
• Email: Ideal for brief or less complex feedback.

Step 4: Follow-up

Feedback is a two-way street. Encourage candidates to ask questions or seek further clarification if needed. You can also offer additional resources that could help them in their job search.

Common mistakes to avoid

Here are a few mistakes to steer clear of when giving feedback:

1. Being vague: Feedback that’s too general leaves candidates uncertain about how to improve.
2. Being overly critical: Be constructive, not harsh. Offer suggestions, not just criticisms.
3. Ignoring the candidate’s perspective: Take into account how the candidate experienced the interview process.
4. Failing to provide feedback to everyone: Feedback should be part of your standard process for all candidates, not just those who are hired.
5. Using AI-generated feedback: While tempting, using AI tools can introduce bias into your feedback, so it's better to craft your own responses.

Examples and templates for interview feedback

Here are a few feedback templates you can use:

• Positive Feedback: "Thank you for interviewing with us. We were impressed by your [specific skill or quality]. Your approach to [task or question] demonstrated strong [relevant ability]."
• Constructive Feedback: "While we appreciated your enthusiasm, we felt that your experience in [specific area] could be further developed. We recommend focusing on [actionable advice] to improve your chances in similar roles."
• Mixed Feedback: "Your interview showed excellent [strength], which aligns well with our needs. However, we noticed an opportunity for growth in [area for improvement]. Consider [specific suggestion] to enhance your skills."

Additional tips for effective interview feedback

• Encourage two-way communication: Let candidates ask questions and share their own thoughts on the interview process.
• Tailor your feedback: Customize your feedback to the candidate’s experience level and the specific role they applied for.
• Use feedback to improve your process: Review feedback regularly to refine your interview process and identify areas for improvement.

Conclusion

Mastering the art of giving interview feedback is beneficial for everyone involved. By implementing these strategies, you can enhance the hiring process, provide valuable growth opportunities for candidates, and build a strong employer brand. If you have any experiences or questions to share, feel free to comment below!