How can you give feedback after situational questions?

To take this further, I would also recommend that ahead of the interview you review the job description and pick out the key deliverables for the role. Then as part of your interview preparation, collate a few STAR examples that you can use to explain your relevant, transferable experience for the specific deliverables they require for the post holder. You can almost guarantee that what is included in the job description, will form the majority of the technical/role specific interview questions. Hope this helps and happy job hunting.

I'd argue that feedback after situational questions can be even more impactful by expanding on the STAR method with the addition of a Reflection component - thus evolving it into the STARR method. Add the reflection: "Given the same situation again, how might you approach it differently based on this discussion?" This reflective piece encourages candidates to think critically about their responses and consider alternative solutions, turning the interview into a genuine learning experience. It's an opportunity to see their capacity for growth and adaptation - invaluable traits in today's fast-paced work environment.

Providing feedback using the STAR method is an effective way to help candidates understand their performance in situational questions. By breaking down their responses into Situation, Task, Action, and Result, candidates can grasp the areas they excelled in and areas for improvement. I believe this approach fosters transparency and fairness in the evaluation process. Constructive feedback is essential for candidates to learn from the experience and grow professionally. As an interviewer, my goal is to guide candidates towards showcasing their skills and potential, making the interview a valuable learning opportunity for them.

Here's an example: Situation: During a challenging project to improve customer support, we faced increased complaints and long waiting times. Task: Our goal was to streamline the process and enhance customer satisfaction. Action: We analyzed the existing system, gathered feedback, and identified issues. Implementing a new ticket categorization system and providing regular training for agents proved beneficial. Result: Within three months, average response times reduced by 40%, and customer satisfaction scores increased by 25%. The improvements enhanced our company's reputation and led to increased customer loyalty and positive reviews, contributing to business growth.

You should also consider this is an excellent way to demonstrate your communication skills, critical thinking and problems solving abilities. This will give the hiring manager an idea of how you would impact your team and or the organization, which are some of the key skills hiring managers are seeking when interviewing.

I couldn’t agree more! I teach students this in my Interviewing Techniques class. Not only is focusing on the skills that you believe the question is testing but finding a way to relate that skill to the position at hand makes the impact even more of a showstopper!

In my experience on interviewing candidates, the START responses were adequate on the part of what they did, but almost 80% of the time, the macro/big picture of the result/outcome is never talked about. For eg. how it benefitted the organization/group/team etc. as well as how the future would like having solved the problem and what will change. That is a key feedback I suggest to candidates highlighting to them that it will provide a better value as an impact outcome/realization of the work itself.

As an interviewer, my perspective aligns with the importance of focusing on the skills and behaviors during feedback after situational questions. By assessing the candidate's demonstrated abilities in communication, collaboration, empathy, and problem-solving, we can identify their strengths and areas for improvement objectively. Avoiding assumptions about their personality or character ensures fairness and eliminates bias from the evaluation process. My aim is to provide constructive feedback that empowers candidates to enhance their skills and excel in future opportunities.

From my perspective as an interviewer, I find it crucial to provide candidates with specific examples and actionable suggestions in their feedback after situational questions. By offering concrete alternatives or improvements, candidates can better understand how to enhance their skills and responses. For instance, I may suggest practicing active listening or using open-ended questions to understand others' perspectives. My goal is to empower candidates with valuable insights that can contribute to their personal and professional growth.

Instead of the term 'negative feedback,' I prefer 'constructive feedback.' It sets a growth-oriented mindset, focusing on learning and improvement. Words are powerful tools and framing feedback in this way can make the difference between a deflated or an inspired candidate. Always aim to stimulate learning and growth, leaving the candidate feeling motivated, irrespective of the interview's outcome.

As an interviewer, I believe in providing a balanced and respectful approach to feedback after situational questions. By incorporating both positive and negative feedback, I aim to motivate and encourage candidates while offering constructive guidance for improvement. Positive feedback highlights their strengths and successful aspects of their response, while negative feedback points out areas for growth and suggests specific ways to enhance their skills. My goal is to create a supportive and empowering environment that helps candidates learn and develop throughout the interview process.

As an interviewer, I believe in fostering open communication and building rapport with candidates. After giving feedback on situational questions, I actively encourage candidates to share their thoughts, questions, and concerns. Their input is invaluable, and I genuinely want to learn from their experiences and perspectives. By inviting their feedback, I aim to create a trusting and respectful environment where candidates feel heard and valued. This two-way dialogue allows for better understanding and collaboration, ultimately leading to a more meaningful and effective interview process.

Here's a formula with examples that you can easily use: 1. Positive feedback first I liked the way you talked about X,Y, and Z. It really shows you have knowledge about (X,Y, and Z) 2. Share the intention The intention of the question was to asses your (skills like knowledge/expertise/analysing/methodology/approach) towards or about the (certain topic) 3. Throw hints of improvement: Talk about where they can improve Ex: In such situations you can share what experiences you had, or what methodology you applied and what were the results that you achieved from it. Sharing knowledge is good but not enough in situational questions. 4. Question Do you think it makes sense or would you like to know more ?

Deliver the feedback with data/information and with a diplomatic way of communication. These will be helpful to avoid any negative feeling that might come up under such circumstances. Furthermore, it will be helpful also to underline that mistake is humane and sometime unavoidable.

I think focusing on the skills, experience and achievements of the candidate makes the candidate more comfortable expressing what is inside of him so that we can see the behavior and attitude of the candidate that can support him to succeed