How can you deliver feedback after competency based interviews in a timely manner?

2 When to give feedback

The timing of your feedback depends on several factors, such as the number of candidates, the stage of the hiring process, and the urgency of the role. However, a general rule of thumb is to give feedback as soon as possible, preferably within a week of the interview. This way, you can show respect and appreciation for the candidates' time and effort, as well as keep them interested and informed about the next steps. Delaying feedback can create frustration and uncertainty for the candidates, and may also affect your reputation as an employer.

3 How to prepare feedback

Before you deliver feedback, it is important to take the time to prepare it carefully and thoroughly. You should review the interview notes and the competency framework to identify the key competencies that you assessed and the evidence that the candidates provided. It is also helpful to rate the candidates' performance on each competency using a consistent and transparent scale, such as a 1-5 scale. Additionally, provide specific and constructive comments on each competency, offering examples from the interview. Summarize your overall impression of the candidates and their suitability for the role, deciding on the next steps and actions for them. Finally, inform them of your decision and explain the reasons for it, along with a timeline for the process.

4 How to deliver feedback

Once you have prepared your feedback, it’s important to deliver it effectively and professionally. To do this, choose an appropriate channel and format; for example, phone or video call can be more personal and interactive than email. Additionally, use a feedback template or form to structure your feedback and ensure consistency and clarity. It’s important to be respectful and empathetic when delivering feedback; acknowledge their strengths and achievements, express your appreciation, and use positive and constructive language. Additionally, be specific and honest in your feedback, avoiding sugarcoating or exaggerating. Be open and responsive to their questions or comments, providing additional information if needed. Lastly, be clear and consistent in your feedback by summarizing the main points and outcomes of the interview, reiterating your decision, providing a timeline and contact details for the process, and ensuring that your feedback is consistent with your actions and follow-ups.

5 How to improve feedback

Feedback is not a one-time event, but a continuous process of learning and improvement. To improve your feedback after competency based interviews, seek feedback on your own feedback from candidates or colleagues. Evaluate the impact of your feedback by tracking satisfaction, engagement, and retention rates, as well as performance and development in the role. Compare your feedback with that of other interviewers or hiring managers to look for discrepancies or gaps. Update and refine your feedback regularly by reviewing and revising your competency framework, rating scale, comments, and template. Incorporate insights, examples, and best practices into your feedback to ensure it is relevant, accurate, and consistent with organizational goals and values.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?