Interview feedback is how interviewers prepare briefs for a candidate’s answers to the questions asked in the interview. Feedback also includes notes on the candidate’s qualities during the interview process to give an insight into the pros, cons, and areas of improvement.
Candidates take their interview feedback from the organizations to learn and improve themselves.
The feedback summarizes the candidate’s response, and the interviewers refine it as they reflect on it. After that, the summary is shared with the hiring team, making the final decision on hiring the candidate.
Apart from this, it is also critically important for employers to close the loop gracefully.
Suppose an organization or company integrates a system such as an ATS like PyjamaHR. In that case, it can help record the feedback about the candidates and send feedback, which helps streamline the hiring process.
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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 to build the skills they lack
- Increases the brand value of the company
- Increases candidate engagement
- Builds candidate-employer relationship
- Streamlining the process by setting expectations
Things to Include in Interview Feedback
Interview feedback can greatly benefit both the candidate and the employer. A candidate can improve their skill set, whereas it allows for building a relationship between the employer and the candidate.
These candidates are added to the talent pool and can later be approached for an open position in the company. For this, it is essential to crafting the interview feedback carefully. Some of the things to include in the interview feedback are given below.
Initial Judgement of the Candidate
While drafting interview feedback, interviewers should prepare a not on the candidate’s response to the questions asked. This section should discuss how the interviewer’s opinion developed throughout the interview.
An interviewer should talk about the candidate’s performance based on the question asked. It is only an initial judgment of the candidate.
Recruiter’s Comments on their Skills
Interviewers’ questions are designed to determine if the candidate possesses the desired skills and abilities. Such questions are to shortlist candidates for the open position, so be careful while crafting one.
We advise not to only give information related to the candidate’s interpersonal skills and technical expertise. Give in-detail information about them. Explain and discuss what are the other skills related to their technical skill.
For example, if a candidate shows software expertise, it also describes communication skills, problem-solving ability, analytical skills, etc. The interview feedback should be detailed and must discuss the strengths and weaknesses of the candidates.
Overall Interviewing Experience
An interview is one of the most crucial steps in the hiring step. While interviewing a candidate, remember to form an overall interviewing experience.
As you prepare feedback, include everything relevant and might add to the candidate’s value. This helps the hiring team make hiring decisions quickly in the decision-making process.
Comprehensive feedback on the overall interview experience saves a lot of time for the company. Interviewers must describe how their overall experience with the candidate was – good or bad.
Notes/Suggestions
Make proper and descriptive notes on the candidate’s interview. While preparing the interview feedback, write the notes and suggestions on the candidate’s interview. Give details on their performance, answers, suitability for the job role, skills, etc.
Write everything down before passing the feedback for further assessment. Give notes and suggestions so that members of your team know whether the candidates should give job roles or should be put through other rounds of assessments and interviews.
Assess the candidate and their performance completely before hiring them. Remember, they are the reason behind the growth and productivity of the company. So, choose wisely!
Writing Interview Feedback
Interviewers give feedback to the hiring managers to make the final decision before hiring. Interviewers should also provide the candidates with feedback as it motivates the candidate and rectifies the mistakes that they have made.
Feedback helps them understand why they are not selected and what changes they can make to secure a position in the future. Writing interview feedback is a crucial aspect of the interview process; it must be a polite assessment.
Taking Notes During the Interview
Keep a pen and a notepad handy. Take notes on your observation about the candidate’s answers, body language, confidence, and thought process.
Documenting everything helps you to revisit them before assessing the candidate. Sometimes even the smallest of details help identify the most valuable skills and strengths of the candidate, and it can be a major driving force for the company’s success.
On the other hand, sometimes writing minute detail also helps to note the areas for improvement. Grading scales ease assessing a candidate, and incorporating one can help employers understand the candidate’s abilities.
Revisiting the Notes
Once you prepare the notes, revisit them after the candidate’s interview and later in the day while assessing all the interviewees. Revisiting the notes later helps better understand the candidate’s suitability for the open position.
Once you have revisited the notes, you can easily determine if the candidate’s profile is worth recommending for further review. The first interview impression and the reflection on the interview notes allow you to give more detailed feedback on the interview.
Comparing the Notes against the Job Profile
Comparing the notes you have prepared with the job role and responsibilities helps ascertain if the candidate is the perfect fit for the role or not. Through comparison, you can easily know if the candidate can fulfill all the hiring team’s job duties.
You must carefully go through the job description and use it as a reference to assess the candidate and figure out the applicant’s suitability for the organization.
Carefully overview the qualifications and use them to determine if they would be a good fit or if you need to find a better candidate. Put everything in your notes and give reasons for your decisions.
Sharing Opinion on the Candidate
Justify your reasons to the hiring team on why you think of the candidate’s suitability. Give reasons to justify why the candidate should be offered the position or reassess the recruitment process.
While preparing the feedback, give examples from the interview and the candidate’s resume to justify your recommendation and suggestion. You can also give input and explain the doubts you may have about the candidate and their resume.
The employer or the hiring manager can then decide the next steps for the candidate.
Providing Information to Help Future Hiring Cycle
If you come across a candidate with certain qualifications or knowledge not required for present job openings, make a note of it. In the future, when any such openings arise that match the candidate’s profile arise, contact them.
For example, if you have a proficient candidate in sales and marketing about presently non-existent openings, make a note of this. Contact the candidate when sales and marketing or similar open positions come up in your company.
Make sure you maintain the talent pool. An applicant tracking system can create a talent pool, and you can easily contact them in the future for various job openings in your company.
Giving Reasons for Liking/Disliking the Candidate
Do not give unclear remarks in the feedback that will leave the candidate in a dilemma. Be vivid about appreciating their strengths and pointing out their weaknesses.
Describe which section of their skill set is most valuable to the company and what part of the resume and interview did not fit the job role.
Dos and Don’ts of Giving Interview Feedback
Remember that feedback should always be constructive, and candidates should not feel like it is a personal attack.
Constructive feedback tends to bring positive change in the candidates and helps build a relationship between the candidate and the employers.
Some of the dos and don’ts of the constructive feedback are:
- Do not use derogatory or accusive words or language. No one likes to be talked about like that. Be polite while giving feedback. Highlight the good first and then go with the areas of improvement.
- Describe what you liked about the interview first. A positive beginning creates a positive environment.
- Maintain a neutral tone while discussing the areas of improvement.
- Be careful of the phrases that you use. Instead of using terms such as ‘you did, ‘you said,’ etc., begin your sentences with ‘I felt that, ‘My interpretation is that.’ Own up to your opinions as it will help deliver the messages accurately.
- After giving remarks on the negative aspects of the interview, immediately give suggestions and scope for improvement in those areas.
- End the feedback with a positive and hopeful note. Say words of motivation and encouragement to make the candidate want to improve to perform better the next time.
The Importance of Interview Feedback
Feedback after the interview is a crucial aspect of the hiring process. Giving candidate feedback helps in building the company’s reputation. A candidate is likely to consider the company the next time if provided with constructive feedback. Some of the importance of interview feedback is discussed below.
- Drives better candidate experience: When candidates are given constructive interview feedback, the company’s reputation increases.
- Candidates feel they are in the loop: Giving feedback also helps them know that the company cares. This way, candidates feel that they are in the loop.
- Keeps the candidates updated: Interview feedback lets the candidates know where they stand in the pool of candidates and what they should improve on for the next round of interviews.
- Teaches the interviewees how to give feedback: Give a template to the interview panel a template of interview feedback. Using templates can help in building up feedback information quickly and easily.
Frequently Asked Questions(FAQ)
Yes, constructive interview feedback plays a major role in improving candidate experience, maintaining a good relationship between the candidate and the company, helping the candidate to work on his areas of improvement, etc.
Feedback from the recruiter is constructive feedback that may help a candidate work on their areas of improvement. The recruiters point out the strengths and weaknesses, which often motivates the candidate to perform better. It may also indicate that the recruiter is interested in the candidate, and they can work on some areas for giving a better performance the next time.
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