How do you solicit honest and constructive feedback from your interview team?

Employee sign in to ideas or programs makes everyone pulls in the same direction. To accomplish this employees must have an opportunity to present and discuss their ideas and thoughts. Good or bad. This allows for appropriate venting and the feeing being a part of the process. Encourage not discourage. Learn to understand employees options positions and discuss their ideas, thoughts, and drawbacks of their ideas

Seeking feedback is crucial in any professional setting. It offers valuable insights, enables informed decisions, and uncovers blind spots. Feedback promotes continuous learning, identifies strengths and weaknesses, and encourages collaboration and trust. By valuing feedback, organizations drive positive change, boost productivity, and create an engaged workforce.

Instead of general inquiries like "How did the interview go?" or "Any feedback?", ask specific questions about the candidate's qualifications, skills, or areas of improvement. For example, you can ask about their communication abilities or problem-solving skills.

People often focus on the feedback they need to learn more or improve on. However, there is a flip side to the Feedback Equation: the feedback on what we do well. After all, we need to know what does not require any fixing. I have been in situations where my boss gave me feedback on what I needed to work on but negated feedback on what I am good at. The problem with the feedback on what needs fixing can lead to second-guessing of that what is actually working and does not need any fixing.

Show gratitude to the interview team for their time and effort in providing feedback. Acknowledge their contributions and emphasize the importance of their input in making informed hiring decisions.

I learned the principle of giving and receiving feedback for a long time: "Give feedback from the heart and receive feedback as information only. Don't let it go to your heart!"

It's natural to be resentful and angry of feedback that's not completely positive - but remind yourself that a) this is a chance to learn and grow and b) you solicited it so it's in your best interest to get what you can from it. Also, if you're too nervous to ask in person, ask your reviewer to write it down.

When I was first learning how to interview, I found it beneficial to have someone who is highly skilled in interviewing listen in on my calls, and then have a debrief session to go over how the interview went, were any key areas missed / did I dig deep enough to elicit the response I need / was I compliant / etc. I would also role play with other team members, my direct boss, and other folks around the organization to gain their insights as well. Finally, I took courses and became certified in interviewing, and I still read books & listen to podcasts, etc. to continuously perfect and work on my interviewing skills.

I think writing down feedback helps you identify the gaps in the feedback, which you need to fill by asking the inquiring questions correctly. For example, John, you seem to have trouble understanding the client's point of frustration, and you lost her during the session by staying focused on the solution rather than the hidden story that came in the end. Now, that is pretty good feedback. However, there is not enough information to go on and to improve on. What is needed is the timeline of where I was present to help the client and where did I lose her, what I did do that created that loss, what I was thinking, what was going on with me at that moment, and where did I turn things around, if any?

Why do employers stay away from feedback? It is to avoid lawsuits. Here is vague feedback you need to self-reflect on Is it skills/personality? Cultural fit Overqualified Underqualified Feedback could open biases & discrimination, so employers use "Right fit" to be vague. Asking the right question during the interview/ insider info is crucial. Ask questions: Is the feedback delivered? By who, when & how? Can you reapply? What is the demographic of the team, GenX, GenZ? Did internal people apply too? Are they given preference? More ?? teachndo.com/post/questions-to-ask-in-job-interview Sometimes no feedback is feedback. If you want to continue the relationship ask for feedback. The answer is always no if you do not ask.

Another way to get feedback, but not be able to find a time for you and a mentor, is to record your answers or video yourself. Your mentor or coach would be able to review and respond to this digital version. Plus this is another way to practice your examples and stories.

Assure interviewers that their feedback will be kept confidential and used solely for the purpose of evaluating candidates. This promotes honesty and ensures that interviewers feel comfortable sharing their opinions without fear of repercussions.