How would you approach providing feedback to an interviewee who didn't answer questions effectively?

Everyone is trying to answer like AI, if the person, gives the wrong answer, just ask the question in a different form or simplified way, the person might need guidance and i believe if the person has potential then second chances are better There’s no perfect candidate, all of us are flawed, we just want to sugar quote things to appear smart Remember what you were when you graduated and 90% of us had no clue and someone took a leap of faith Humanity prevails

I would start with giving consultant an idea where he/she would require improvement, suggest some pointers to help improvement process. Definitely acknowledge their efforts and potential. Will suggest some pointers to how to present their selves while appearing for interviews and how to handle questions where they have any doubts. I will share some links or study material to practice the skill set where the consultant lacked during the interview and will bid bye by appreciating their time and wishing them luck.

A resposta "óbvia" seria pensar como valorizar alguns elementos que a pessoa deu ao longo da entrevista (fit cultural, experiência, etc.) e, ao dar o feedback negativo, dar exemplos de falas que ocorreram, sem ser uma transcri??o literal do que disse. Entretanto, é preciso refletir sobre como a pergunta foi feita. Foi muito abrangente? Falei rápido? A conex?o travou ou teve algum elemento que pode ter atrapalhado na hora da pergunta? Muitas vezes pensamos apenas no lado de quem está respondendo, mas a partir do momento que temos que dar um feedback como esse, é preciso questionar sobre como estamos fazendo as perguntas para ouvirmos as respostas "certas".

When providing feedback to an interviewee who didn’t answer questions effectively, start on a positive note to build confidence. Use specific examples from the interview to illustrate areas needing improvement, ensuring clarity. Maintain a constructive tone throughout the conversation to keep it supportive rather than critical. Offer actionable advice on how to improve responses, such as focusing on clarity and relevance. Extend a follow-up offer to address any additional questions and provide further guidance. Encourage persistence by reminding them that improvement comes with practice. Consider the interviewee's perspective and maintain empathy to foster a positive learning experience.

Appreciate Acknowledge Thank use the method of what went right and what could have done better...Not mentioning right or wrong word...but ending it on inspiring mode

Provide the candidate with specific examples of where they failed to address a question posed to them to your satisfaction, and provide them with alternative responses they could have offered which would have been more valuable to the interview process.

Make sure that the tone used to convey feedback and advice to the candidate is such that they feel encouraged rather than criticised. The candidate should feel valued and appreciated, and critique is better received when it comes from a vantage point of trying to improve the candidate's skills. Give concrete advice on what the candidate can do to improve, rather than offering a vague assessment of their performance.

When providing feedback to an interviewee who struggled to answer questions effectively, I would focus on delivering actionable feedback that empowers them to improve. Follow example: 1. Start with positivity: I will begin by acknowledging their efforts and expressing appreciation for their time. 2. Specifically identify areas for improvement: I will clearly state the specific competencies or skills where they struggled, avoiding generalizations. 3. Provide actionable feedback: I will offer concrete suggestions for enhancement, focusing on skills development and preparation. 4. Encourage growth: I will emphasize the importance of learning and growth, encouraging them to embrace challenges as opportunities for development.

Effective feedback delivery requires a careful balance of honesty, empathy, and a genuine desire to help the interviewee grow. Here's one positive method you may take: 1. Focus on Specific Examples. 2. Highlight Areas for Improvement. 3. Provide context and offer suggestions. 4. Open space for questions

Give the candidate specific, actionable advice on how they can better approach certain questions or an interview in its entirety in future. This could include advice on preparing answers to frequently asked interview questions, encouraging them to to identify and articulate their professional identity and values to convey to potential employers, and practicing their interview and presentation skills with friends or colleagues to polish their delivery.

Antes de um processo seletivo, fa?a uma avalia??o da sua trajetória profissional, e veja pontos que quer destacar para a vaga em quest?o.

Improving from feedback. That is a skill that we interview for. To do this we offer an optional step called a dry run. This is a 30 min meeting where they present to me the demo that they are preparing for the final interview. I give them advice on how to improve it. And in the final interview I note if they took the advice or not. And if they improved or not. If someone doesn't do the dry run, then I make sure I give them feedback after the final demo and see how they react.