How can you give honest feedback after an interview?

Giving honest interview feedback is crucial to help candidates understand their strengths and areas for improvement. It enables them to grow professionally, make better-informed career decisions, and enhances their chances of success in future interviews. Constructive feedback fosters a culture of transparency and respect, benefiting both candidates and organizations in building stronger and more meaningful connections. Sometimes, even if I am unable to give specific interview feedback, I do suggest tips to help the candidate pivot.

It helps the candidate. Simple as that. If they don't get honest feedback, they'll likely repeat the same mistakes over and over. If we give them honest feedback, at least they have the chance to do something about it. Improving our employer brand shouldn't be the main goal here, but it might be a side effect of giving honest feedback. And that's a great thing. Imagine if you had candidates who didn't get through advocating for you? That's powerful.

In my opinion, honest feedback serves as valuable data for interviewers and hiring managers. It helps identify areas in the interview process that need improvement, such as refining questions or evaluation criteria. By analyzing feedback, organizations can continually enhance their hiring practices and ensure a more effective selection process.

The importance of providing honest feedback in an interview cannot be overstated. It streamlines and transparentises the recruiting process. Additionally, it allows the candidate to identify their strengths and weaknesses. A candidate's perception of the company is greatly enhanced when they receive honest feedback from the hiring company.

I believe that feedback is an integral part of the whole recruitment process. Having that in mind, if the process has clear expectations and grading system then feedback should be an extension of that, after all it is a reasoning about why a candidate did not pass. Being respectful and having in mind that feedback is there to provide learning direction instead of marking someone unworthy of the position at the moment is great for long term relationship building as well as the professional growth of a candidate. At the end of the day, candidate is not a good fit for the position today, it doesn't meen situation will be the same in 12 months.

You should definitely ask the candidate how they want to receive feedback. Some candidates might not appreciate getting a call to say they haven’t got the job; some might. Some candidates might not appreciate an email; some might. The key is to ask. You need to be kind and firm. Kind in that they’re a human being who just got rejected. Firm in that it’s not a negotiation but hopefully they can learn from it and apply again another time.

You should also consider, thoroughly assess resume, interview notes, and assessment results for well-informed feedback. Suggest specific, measurable, achievable, relevant, and time-bound goals for areas of improvement. Evaluate alignment with company values to ensure long-term success. Encourage candidates to view feedback as an opportunity for learning and development. Provide relevant support and resources to aid professional growth. Tailor feedback communication to suit individual preferences and styles. Maintain fairness by applying consistent feedback practices to all candidates. Empower candidates to self-assess and identify strengths and growth areas. Stay connected with strong candidates, fostering potential future opportunities.

I just had someone interview this morning and was rejected due to lack of coding skills, but I know I can actually submit him for some other roles, we have open. Few things I do which has really helped me in long run I always Prepare feedback based on qualifications and interview performance, avoiding personal preferences and irrelevant factors. Staying professional, maintain confidentiality, and never discussed internal processes. I encourage questions from the candidate and provide constructive feedback to help them grow and improve. It leaves a positive impression and aids their future job search. Offcourse I always want to keep the door open so that if another opportunity arrives I can reach out to the same resource. Keep smiling!!

You should also consider, Include specific examples from the interview to illustrate your points, making the feedback more tangible and actionable. Address behaviors and actions rather than personal attributes to maintain objectivity and fairness. Ensure your feedback is clear and concise, avoiding jargon or ambiguous language that could lead to misunderstandings. Frame constructive feedback in a positive manner, emphasizing potential growth opportunities rather than shortcomings. Refrain from comparing candidates to others, as each individual's unique strengths and weaknesses should be evaluated independently. Create an open environment for candidates to ask questions or seek clarification about the feedback provided.

The effort should be the same amount,if it is a successful call or non successful call. Having actual constructive feedback where people can grow and develop themselves is so important. Communication is key and also delivering this message across is so important.

In my experience, reiterate your willingness to be available for further discussions or clarifications, encouraging candidates to reach out if they have any questions. Offer additional resources, such as interview tips or career development materials, to support their future job search. Recommend networking opportunities or industry events where the candidate can expand their professional connections. Customize your follow-up message based on the candidate's individual strengths and areas for growth, demonstrating genuine interest in their success. If you have rejected the candidate, convey the decision respectfully for their participation in the interview process.

Honest feedback fosters trust and a positive perception of the organization. Encourage a culture of learning and growth through feedback. Be open to learning from candidate feedback on the interview process. Distinguish your organization as one that values candidates' development. Show respect for candidates' time and effort with feedback. Cultivate an engaged talent pipeline through valuable feedback. Positive feedback can lead to candidate referrals. Support internal growth with constructive feedback. Impact candidates' career growth with honest feedback. Feedback reinforces a positive and inclusive company culture.

Pinpoint the strenghts that the candidate didn't see as a strenghts. Give few suggestions how candidate could deliver an answer on the interview, based on the previous answer and experience of the candidate.

Convey honestly what was obtained from the results of the interview regarding the strengths and weaknesses of the candidate, according to the deadline