How to provide constructive feedback after an interview

We all know how difficult job interviews are - for both candidates and interviewers. According to research, managers who do interviews in the UK experience a large dose of anxiety. This is also the reason to ask HR specialists for help, because they have more experience and know how to cope with the severity of each interview.

It’s a well-known fact that a successful interview leaves both sides satisfied. The main goal you need to have is to gather as much information about candidates as possible and to assess whether they’re suitable for that position or not.

Unfortunately, in most cases, the person opposite you doesn’t meet the requirements or simply doesn’t fit to hire them. In these situations, it’s extremely important to provide the appropriate feedback to maintain your professional attitude towards the applicant. And also to be honest.

In this article, Jobbri will tell you what are the basics of good feedback after an interview, and also what to do and not to do in these situations.

Why is post-interview feedback important?

Have you ever sent a waiver email after an interview with a candidate? Or you never contact these people again? If you're most likely to go with the second answer, then there is something you need to work on. The vast majority of applicants feel underappreciated when they receive no response to the position they have applied for.

This is also the reason you always try to return feedback. You wonder why you should take your precious time to help rejected candidates perform better next time? Feedback after an interview can pay off in the long run.

Why? The experience of each candidate is an important factor to pay attention to in order to build a competitive employer brand. It shows that you always try for your people and you’re a good employer. So don't even think about it when you need to send an email.

What is good feedback?

At its core, good feedback is about helping candidates. It gives them guidance on how to improve their weaknesses and how to perform better next time. At first glance, this may seem trivial, but for most candidates it’s of great help.

For a feedback to be good, it must be constructive.  Start with the decision you made. What made you get to it? For example, the person is not suitable for this role, you have different views on the job or the candidate doesn’t have the necessary qualifications? Whatever the answer, sharing it with the candidate, they will be able to move to a next position.

The secret is in balance. Therefore, always highlight both the negative sides of the candidates and the positive ones. In this way, you will show them what to work on and which qualities to focus on. There is no perfect formula for giving feedback after an interview - it's up to you and your ability to communicate with people.

Still, here are a few things to pay attention to:

·       Feedback must be true and accurate

·       It should be constructive - not only to criticise, but also to offer alternatives and solutions

·       It should be sent in time to help applicants rather than harm them

A few tips on how to give good feedback

Always be sincere

Every candidate deserves to hear your sincere opinion. You don't have to lie to them about performing well when they didn't. Try to give a balanced critique that is tied to the basic requirements of the work.

If you don't like something about the candidate, you can share it, but don't be too harsh. However, the main purpose of feedback is to motivate people to develop and improve.

Evaluate the qualities of the applicant

Whenever you have the opportunity, evaluate the good qualities of the candidates. If there are things you like, share it. There's no way the feedback can be entirely negative. As already mentioned, it’s important to find the balance.

Candidates need to be aware of which positive qualities to focus on. For example - they are inquisitive and like to ask questions; or they're good listeners. No matter what their quality, it should be evaluated in the feedback.

Give feedback that will help

Feedback should help candidates. Its’ main goal is to introduce them to the mistakes they have made and how they can work to improve them. Don't just note down the problems - explain them in a little more detail and suggest a solution for them.

For example: "You have a habit of interrupting the interviewer, which leads to the creation of a negative opinion about you. Instead, try listening to people and then sharing your opinion."

When you give quality feedback, you leave a good impression on the candidates and create a good reputation for your company.

What not to do

Tone matters

Be professional first and foremost. If you treat the candidate with leniency or interrupt him constantly out of boredom, this will do you no favor. Therefore, your feedback should be tight and neutral.

Do not make comparisons between the candidates

Making comparisons can put you in an uncomfortable situation. Don’t try to compare one person's qualities with those of another. We’re aware that all people are different, so comparisons are completely redundant.

Focus on the particular candidate and his or her performance, not that of other people. Be honest and share what you didn't like so that the person could work on himself.

Don't discriminate the candidates

We live in a world where differences are something we have to look at as a good quality.  If the applicant doesn’t meet your requirements, you don’t need to point out that it’s because of their origin, skin color, etc.

Discrimination is extremely unpleasant and every person should have the right to practice their profession, no matter the differences.

Conclusion

Giving feedback is part of being a good employer or HR specialist. It’s essential for the good relations that you need to maintain with the candidates. In our article, we shared with you the best feedback tips to perform great after each interview.

If you are looking for new talent for your team, you will find them at Jobbri. Look at the candidates' profiles and choose the right ones for an interview.

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