You've just conducted a failed interview. How can you provide constructive feedback to the candidate?
Interviewing is a two-way street, and even if a candidate doesn't make the cut, they deserve feedback that can help them grow. Here are some ways to provide helpful and professional feedback:
What other strategies do you find effective when giving feedback after an interview?
You've just conducted a failed interview. How can you provide constructive feedback to the candidate?
Interviewing is a two-way street, and even if a candidate doesn't make the cut, they deserve feedback that can help them grow. Here are some ways to provide helpful and professional feedback:
What other strategies do you find effective when giving feedback after an interview?
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Begin with positive aspects to ease the conversation, then share specific areas needing improvement, such as skills or responses. Offer actionable advice, like resources or techniques to address gaps, and encourage them to stay motivated. End on an encouraging note, emphasizing their potential for growth with preparation. Keep the feedback respectful and focused on development.
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Not all interviews conclude successfully, and that's a fact. However, I prefer not to label them as "failed interviews," because I believe that there are no bad candidates — only roles that may not align with a candidate's skills. When rejecting a candidate, it is crucial to be open and honest. Constructive feedback is the key to future success, as it highlights areas for growth and development. Make sure to specify which technologies or skills the candidate may need more experience in. At the same time, focus on the positive. Highlight the candidate's strengths, and, if possible, offer actionable recommendations for improvement.
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I have conducted 1000s of real-world recruiting interviews and 1000s of mock interviews to help candidates prepare for the real deal. And here's my take: The majority of the interviews will result in a failed interview, i.e., companies being able to offer roles to the candidates vs. the number of candidates who would come in for the interview (in most cases). Even though there are a billion reasons for candidates' rejections but here's how I will craft my constructive feedback: 1. Remaining strictly fair and unbiased 2. Focusing on strengths & areas of improvement 3. Backing my feedback with an example 4. Provide additional help/resources/pointing out the candidates towards the source, which they can use to prepare better
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After a failed interview, I'd contact the candidate promptly and thank them for their time and interest. My feedback would focus on specific areas for improvement rather than personal criticism. For example, if technical skills were lacking, I'd highlight which particular competencies need development and suggest resources for growth. I'd maintain a supportive tone while being honest about why they weren't selected. Rather than saying "Your project management experience was weak," I might say "We're seeking someone with more extensive experience leading complex projects." I'd conclude by encouraging their professional development and welcoming them to apply for future positions that better match their skills.
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