Interview feedback can be a valuable source of information and insight for your career development. However, not all feedback is equally useful or reliable. How can you evaluate the quality of interview feedback and use it to improve your skills, performance, and confidence? Here are some tips to help you.
The first step to evaluate the quality of interview feedback is to ask for it. Don't assume that the interviewer will automatically provide you with feedback, especially if you are not selected for the job. Instead, send a polite and professional follow-up email after the interview, thanking the interviewer for their time and expressing your interest in the position. Then, ask if they can share any feedback on your strengths, weaknesses, and areas of improvement. Be specific and respectful, and show that you are eager to learn and grow.
While I can appreciate asking for feedback through emial, but a better way would be to ask questions towards the end of the interview regarding your performance in a subtle way. Because at the end of the day the hiring managers are not paid for conducting the interviews and its an additional task for them. And when there are too many candidates to assess, it wont be feasible in all practicality to give them written feedbacks, if all of them start asking for the same. So always ask feedback in realtime, and while doing so dont ask for a detailed one. You can rather ask 'I'm always looking to improve and learn from my experiences. I was wondering if you could share one feedback or insight on how I performed in this interview?'
Feedback is crucial for growth. Neuroscientifically, our brain adjusts behaviors based on feedback, thanks to neuroplasticity—our brain's ability to reorganize neural pathways from new experiences. In interviews, seeking feedback taps into this adaptability. By asking, "Do you have any immediate thoughts based on our discussion?", you demonstrate commitment to growth and leverage your brain's capacity to learn. This proactive approach can leave a lasting impression, highlighting your readiness to evolve based on valuable insights.
The second step to evaluate the quality of interview feedback is to consider the source. Who is giving you the feedback, and what is their role, expertise, and perspective? For example, feedback from a hiring manager may be more relevant and accurate than feedback from a recruiter, who may not have as much insight into the specific skills and requirements of the job. Similarly, feedback from an industry expert may be more valuable and credible than feedback from a generalist, who may not have as much knowledge of the latest trends and best practices. Additionally, consider the relationship and rapport you have with the source, and how that may affect their tone, honesty, and bias.
Always, alwasys consider who the feedback is coming from. Are they qualified to give it? Are they giving it from a teaching / counseling perspective? Are you listening for tone when they are answering? There is a lot to think about and I would rather not ask the wrong person because feedback from an unqualified or uninterested source is not worth anything. When asking for feedback, try to be specific about why you are asking (curiosity, comparison, improvement, etc.) and don't be afraid to ask if the person is willing to share candid and very honest feedback with you. The right source of feedback will always give it from a good place and they will be invested in and cheering you on if you wish to improve.
The third step to evaluate the quality of interview feedback is to analyze the content. What is the feedback actually telling you, and how does it relate to your goals, skills, and performance? To do this, you need to look for three key elements: specificity, evidence, and actionability. Specificity means that the feedback is clear, concrete, and focused on a particular aspect of your interview, such as your communication skills, your technical knowledge, or your fit with the company culture. Evidence means that the feedback is supported by examples, observations, or data, rather than vague or subjective opinions. Actionability means that the feedback is helpful, constructive, and offers suggestions or recommendations on how you can improve or enhance your interview skills.
The fourth step to evaluate the quality of interview feedback is to compare and contrast. How does the feedback align or differ with your own self-assessment, your expectations, and your previous feedback? Comparing and contrasting can help you identify patterns, gaps, and inconsistencies in your interview feedback, and reveal your strengths, weaknesses, and blind spots. For example, if you consistently receive positive feedback on your technical skills, but negative feedback on your interpersonal skills, you may need to work on your emotional intelligence, communication style, or teamwork. On the other hand, if you receive conflicting feedback on the same aspect of your interview, you may need to seek clarification, context, or additional input from other sources.
The fifth step to evaluate the quality of interview feedback is to apply and follow up. How can you use the feedback to improve your interview skills, performance, and confidence? To do this, you need to set SMART goals, create an action plan, and track your progress. SMART goals are specific, measurable, achievable, relevant, and time-bound. An action plan is a detailed outline of the steps, resources, and support you need to achieve your goals. Tracking your progress is a way of measuring your results, evaluating your effectiveness, and celebrating your achievements. Finally, don't forget to follow up with your feedback source, thank them for their input, and update them on your outcomes.
The sixth step to evaluate the quality of interview feedback is to seek feedback continuously. Feedback is not a one-time event, but an ongoing process of learning and development. Therefore, you should seek feedback regularly, from different sources, and on different aspects of your interview skills. By doing so, you can gain a comprehensive and balanced view of your interview performance, identify your areas of improvement, and adapt to changing expectations and opportunities. Seeking feedback continuously also shows that you are proactive, committed, and open to feedback, which are valuable qualities for any professional.