When giving feedback as a recruiter, aim for a balance of clarity and empathy. Start by acknowledging the candidate's strengths, then clearly outline areas for improvement using specific examples. Use "I" statements to express your perspective, such as, "I noticed that your answers could benefit from more detail." Maintain a respectful tone, emphasizing that feedback is aimed at fostering growth. Encourage questions and be open to discussion, which helps create a collaborative atmosphere. Finally, end on a positive note, expressing your appreciation for their effort and encouraging them to continue developing their skills.

Providing constructive feedback to unsuccessful candidates is crucial in the hiring process. It helps them understand the reasons why they were not selected for the position and gives them an opportunity to enhance their skills for future job opportunities. Start by thanking the candidate for their time and interest. Avoid generic responses that offer little value. Try to personalise the feedback to each candidate as much as possible, highlighting any specific issues that may have contributed to them not landing the job. It’s important to balance honesty with tact. Avoid making any personal remarks that could be taken as offensive.

Start with positives, then share areas to grow. A ‘strengths-first’ approach softens the feedback. ?? ?? Be specific. Rather than ‘Improve your skills,’ say, ‘Consider refining X for a stronger impact.’ Clear details keep it constructive. Use ‘I’ statements like, ‘I noticed’ or ‘I’d suggest.’ It sounds less harsh and more like a personal observation. ??

Aim to be clear and constructive. Start by acknowledging the candidate’s strengths, then provide specific areas for improvement in a straightforward but supportive tone. Focus on how making certain adjustments could enhance their fit for the role, ensuring the feedback is practical and encouraging rather than critical. This approach maintains assertiveness while fostering a positive, growth-oriented atmosphere.

To provide assertive feedback during an interview without sounding harsh, start by using "I" statements to express your perspective, such as "I noticed that..." This creates a more personal and less accusatory tone. Focus on specific behaviors rather than personal attributes, and balance constructive criticism with positive observations. Maintain a calm, steady tone and encourage questions to promote an open dialogue. End by highlighting the potential for growth, reinforcing that feedback is a valuable part of the learning process.