Give them feedback! Since you’ve just finished the conversation it’s all fresh in your mind. Let them know if you felt they stopped short of where they could have with a specific answer or got lost in details in another. Reiterate the things you felt they did a great job explaining and be honest if you wanted to hear more about something else. Then give them a chance to fill in the blanks. Often people are so surprised you were honest they jump at the chance to share a bit more. Having these moments of honesty shows how committed you are not just to hire a good fit, but your commitment to developing your team. They may just want to work with you more after the discussion. And if they appear defensive you gain insight there too.

As per my view, first of all the candidate should be appreciated for asking for feedback. Further, the candidate should be asked for the reason of asking for immediate feedback and if the expectation can be met there only then it can be responded to immediately. If the feedback expected is detailed then the candidate can be communicated the process of the interview and the feedback can be committed with a practical deadline. This will help to increase the brand value in the mind of the candidate.

I think it’s a great question to ask and an even better question to answer honestly! Not only does giving the candidate some honest feedback improve their self awareness and potential to get a job… … if you do have any concerns or reservations, it’s a great opportunity to dig a little deeper and give the candidate the chance to either explain themselves and reassure you they’re right for the job… … or equally confirm they’re not the right fit. Either way, it’s a great test to see how well they take constructive criticism and ultimately this honest conversation can save you both a lot of time in the long run.

A lot of interviewees tell me that they ask the interviewers for a feedback on mail, after the interview is over but they never get a reply. Therefore, I feel the candidate should be appreciated for making this move. As an interviewer, be humble but honest while giving your interview and keep it a little generic. You don’t wanna put the candidates morale down based on your judgement of a few minutes. Be honest, short and crisp and tell them that you can share a detailed one later over mail. Make sure to take out the time and do that. It can help so many candidates out there, to better understand what needs to be worked upon!

Providing feedback to a candidate is a great opportunity to help them grow professionally and leave a positive impression of their interview experience. I normally assess how open the candidate is and would prefer to set a time later after the interview to focus on what areas to focus on. I would normally be very specific on what they did well and what could have been better. To me, its better to be honest and constructive, with the aim for the candidate’s growth. I normally get this request from younger candidates or fresh graduates and one thing for sure is, I encourage to continue to keep in touch over LinkedIn.

Due to the urgency of the hiring process and to ensure a fair evaluation of all candidates, we are implementing a new procedure of providing immediate feedback post-interview. We kindly request your cooperation in maintaining a professional demeanor and adhering to the guidelines provided. Thank you for your understanding and cooperation.

Initial Response: Acknowledge their request: "Thank you for asking, I appreciate your enthusiasm. *Handling the Request: 1. Provide general feedback: Share overall impressions, highlighting strengths and areas for improvement. 2. Focus on behavioral aspects: Discuss specific interview answers, emphasizing what they did well and where they could improve. 3. Avoid sensitive or critical comments: Refrain from making harsh or personal remarks. 4. Keep it concise: Limit feedback to 2-3 key points.

Typically I reply with a question. “How do you think the interview went? What could I have done to ensure you felt open to share your experience and fit for the position? It begins a conversation that both people win from.

My suggestion is quite simple. Give them the feedback. Why not? It takes a lot of courage and wherewithal to ask in the moment. You have the influence in that very moment to help someone with their career journey. Be respectful and tell them what they did well (keep doing that), what could be improved upon (you did not fully answer all of my questions, and this is how you can turn it around) and thank them. Keep it very simple and succinct. This will be so helpful so even if they don't move through the entire recruitment/selection process or are not hired, they will remember the experience. Make it count. #imatter.