Interview Feedback: Examples, How-To & Free Template
A great interview experience doesn’t end with the conversation—it continues with feedback. Thoughtful interview feedback helps candidates grow and improves your hiring process. Yet, many companies skip this step, missing a chance to build relationships and hire better.
Interview feedback is a powerful tool for candidates and employers. When you offer constructive feedback, talent is 4 times more likely to consider your company for a future opportunity. Providing valuable insights into a candidate’s performance, strengths, and areas for improvement helps them reflect, grow, and refine their interview skills.
For employers, interview feedback helps make the right hiring decisions. It promotes candidate development and enhances the candidate experience. It also makes your company look good! A strong employer brand helps to attract the best talent as your next new hire and inspires existing employees.
We’ll take a closer look at best practices regarding interview feedback and provide a free interview feedback template for you to download.
Contents
What is interview feedback?
How to give candidate interview feedback
What not to do in interview feedback: 5 tips
8 interview feedback examples
10 interview feedback phrases to use
Interview feedback email samples
How to document interview feedback for your hiring team
Interview feedback template
Other interview feedback tools
What is interview feedback?
Whether or not a candidate ends up working for your organization, a positive interview experience will make a lasting impression. A positive interaction during the hiring process can lead to strong word-of-mouth referrals and enhance your employer brand.
In fact, 52% of candidates who are given job-related feedback after an interview say they are likely to maintain a relationship with the company. Talking to candidates about their strengths and where they can improve and offering useful advice not only improves the candidate’s experience but is also valuable and may enhance their interview skills. Yet, while close to 95% of talent wants to receive interview feedback, 41% claim they never have.
Why should an HR professional care about providing interview feedback? It not only helps the candidate’s future job search, but it can also be a good PR opportunity for your organization in an age of social media.
It also helps hiring managers make informed decisions about candidates and promotes fairness and transparency in the hiring process. Effective interview feedback is specific, actionable, and delivered with respect. It can also lead to a better-equipped talent pool.
How to give candidate interview feedback
- Be specific and objective: Use examples and observations to support your feedback. This helps candidates understand their strengths and areas for improvement.
- Make it constructive and actionable: Frame feedback constructively. Focus on how the candidate can enhance their skills and performance. Offer actionable suggestions or resources they can use for growth.
- Encourage growth and development: Provide guidance on how candidates can enhance their skills or qualifications. Suggest courses or areas of focus that can help them improve their chances in the future.
- Capture feedback immediately after the interview: Document feedback while it’s still fresh in your mind by setting aside time right after each interview.
- Ensure confidentiality and data privacy: Keep feedback confidential and adhere to data privacy regulations. Establish secure systems or platforms for storing and accessing feedback data, limiting access to authorized personnel only.
What not to do in interview feedback: 5 tips
Here are 5 points on what HR and hiring managers should not do when providing interview feedback:
- Be overly critical or negative: Avoid being excessively harsh or focusing solely on the candidate’s shortcomings. Feedback should be balanced, highlighting both strengths and areas for improvement.
- Make it personal: Focus on the candidate’s performance and qualifications rather than making personal judgments or comments unrelated to their professional abilities.
- Provide vague or general feedback: Avoid offering vague or ambiguous feedback that doesn’t provide examples or actionable suggestions. Be specific about what the candidate did well and where they can improve.
- Disregard the candidate’s feelings: Be mindful of your feedback’s impact on the candidate’s emotions. Deliver feedback with empathy and remember that they have invested time and effort into the process.
- Delay or withholding feedback: Timeliness is crucial when providing interview feedback. Avoid delays or withholding input for an extended period. Candidates value prompt feedback to help them understand their performance and make improvements.
Refine your recruitment process with effective interview feedback
The AIHR Sourcing & Recruitment Certificate Program strengthens the recruitment process by emphasizing clear, constructive feedback that positively shapes the candidate experience. From effective screening methods to building a strong employer brand, the program provides tools and best practices to improve how feedback is delivered and received.
With a focus on sourcing, screening, and using AI for consistency in feedback documentation, this program equips you to give candidates valuable insights, support team decision-making, and enhance your company’s reputation as an employer of choice.
8 interview feedback examples
Hiring managers and recruiters can use a variety of interview feedback examples to give feedback to job seekers. Some examples include providing feedback for unsuccessful candidates and technical interview feedback.
Positive feedback can be highly motivating and provide a sense of accomplishment for successful candidates. Constructive feedback can also be valuable, helping candidates improve their skills and perform better in future interviews. So, whether you’re a recruiter or a hiring manager, remember to take the time to provide clear and helpful feedback to all candidates, as it can make all the difference in their career trajectory.
The next section provides some examples of interview feedback to help you give your own.
Constructive interview feedback examples
Example #1: Enhancing responses with specific examples
“During the interview, your responses were well-thought-out and showed a strong understanding of the industry. However, it would be beneficial to provide more specific examples from your past experiences to illustrate your skills and achievements.”
This feedback is specific and actionable. It highlights the candidate’s strong understanding of the industry but suggests that providing more salient examples would be an improvement.
Example #2: Building project management experience
“You demonstrated excellent communication skills and a positive attitude throughout the interview. To enhance your application, I suggest gaining more experience in project management, as that was an area where you expressed a desire to grow.”
This acknowledges the candidate’s exceptional communication skills and positive attitude. It also provides constructive feedback by recommending they gain more experience to boost their chances. There’s a clear suggestion for growth and improvement.
Positive interview feedback examples
Example #3: Complimenting strong problem-solving and analytical skills
“You demonstrated excellent problem-solving skills and a strong analytical mindset. Your ability to break down complex scenarios and provide well-thought-out solutions was impressive. Your clear communication style and ability to articulate your thoughts made it easy to understand your ideas. This valuable asset would contribute to our team’s problem-solving capabilities.”
This highlights their skills and abilities and further reinforces their strengths. The feedback also connects the candidate’s abilities to the team’s needs, pointing out the value they would bring to overall problem-solving capabilities.
Example #4: Highlighting passion, research, and adaptability
“Your enthusiasm for the role and passion for the industry was evident. Your knowledge of our company and your thoughtful questions show that you did your research. Your ability to adapt and think on your feet when faced with unexpected questions demonstrated your quick thinking and adaptability, and your positive attitude would make you a valuable addition to our team.”
This highlights multiple valuable qualities and aligns the candidate with the needs and culture of the organization. It acknowledges that they are genuinely interested and invested. Mentioning their knowledge of the company recognizes their preparation.
Unsuccessful interview feedback examples
Example #5: Appreciation for technical expertise, but a better fit was found
“Thank you for taking the time to interview with us. While your technical knowledge and experience were impressive, we ultimately decided to proceed with another candidate whose skills and qualifications aligned more closely with the role’s requirements. We appreciate your preparation and the thoughtful examples you shared during the interview. We encourage you to continue building your expertise and wish you the best in your job search.”
This is a clear and concise explanation for the candidate’s non-selection that recognizes their positive qualities and strengths. It explains why the decision was made, indicating a transparent and fair selection process. It encourages the candidate to continue developing their skills and expertise. It’s respectful and informative and encourages the candidate’s future endeavors.
Example #6: Acknowledging enthusiasm but moving forward with another candidate
“We appreciate your interest in our organization and your effort in the interview process. Your enthusiasm was evident throughout the conversation. However, we have decided to move forward with a candidate whose background and experience more closely match our current needs. Your positive attitude will undoubtedly work in your favor. Thank you for your time, and we wish you the best.”
This acknowledges the candidate’s efforts and their interest in the organization. It highlights their positive qualities. Explaining that the decision was based on the match between the selected candidate and the organization’s needs provides a clear reason for the outcome. It’s encouraging and shows respect and gratitude.
Technical interview feedback examples
Example #7: Strong engineering and problem-solving skills
“Your technical expertise and problem-solving abilities were highly impressive. Your understanding of engineering principles and your ability to apply them to real-world scenarios is what we’re looking for. Your insightful approach to complex challenges demonstrated your analytical thinking and attention to detail. You communicate your ideas and solutions well. Your strong engineering background makes you a valuable candidate, and we’re excited about the potential you bring to our team.”
This highlights positive qualities and accomplishments and acknowledges the candidate’s expertise. It recognizes their critical thinking skills, attention to detail, and communication skills, and reinforces their suitability for the role.
Example #8: Strength in programming but room for growth
“Your technical knowledge and problem-solving skills are evident. You demonstrated a deep understanding of the programming languages and frameworks relevant to the role and clearly articulated complex technical concepts. We noted a few areas where further development would be beneficial, particularly in database management and optimization. We encourage you to expand your knowledge in these areas. Generally, you have great potential, and we appreciate your time and effort.”
This acknowledges the candidate’s strengths and provides constructive feedback. Mentioning their understanding of programming languages and technical concepts recognizes their expertise. It also offers actionable suggestions for improvement. The tone is positive, and the feedback is balanced and supportive.
10 interview feedback phrases to use
Providing feedback after interviews can be a tricky and delicate process for recruiters and hiring managers. However, with the right interview feedback phrases, it can also be a rewarding experience for both the interviewer and the interviewee.
Whether you’re providing feedback on communication skills, interpersonal skills, qualifications, experience, or industry knowledge, having a bank of phrases at your disposal can help make the conversation more productive and constructive.
Positive interview feedback phrases
1. Interview feedback on technical expertise
“Your technical knowledge and expertise were outstanding. You demonstrated a deep understanding of the subject and provided insightful responses.”
2. Interview feedback on communication skills
“Your communication skills were exceptional. You articulated your thoughts clearly, making it easy to understand your ideas.”
3. Interview feedback on industry knowledge
“Your enthusiasm for the industry was evident. Your communication skills, and your ability to connect your experiences to the role, made for a compelling conversation.”
4. Interview feedback on interpersonal skills
“Your interpersonal skills and ability to collaborate were evident. Your positive attitude and the rapport you had with the interviewers and other team members showed your potential to thrive in our environment.”
5. Interview feedback adaptability
“You think quickly when faced with unexpected challenges. Your ability to remain composed and problem-solve in high-pressure situations is an asset that would benefit our organization.”
Unsuccessful interview feedback phrases
6. Interview feedback on qualifications
“We recognize your impressive skills and qualifications, but we believe you may be overqualified for this position. We are seeking a candidate whose experience closely matches the role’s requirements and level of responsibility.”
7. Interview feedback on experience
“Your lack of sufficient experience in this specific field was evident, and we felt that it would be challenging for you to quickly adapt to the role’s requirements.”
8. Interview feedback on communication skills
“We found your communication skills to be inadequate for effective collaboration and conveying ideas clearly, both of which are key to the role.”
9. Interview feedback on industry knowledge
“Your responses to situational questions lacked the depth we were seeking, indicating a limited understanding of the industry and its challenges.”
10. Interview feedback on confidence
“We observed a lack of confidence in your problem-solving abilities, as you struggled to provide comprehensive and logical solutions to the technical challenges presented.”
Interview feedback email samples
The interview feedback email is an essential element of any recruitment process. It is the recruiter’s way of providing feedback to the candidates who have gone through the interview process, and it can serve as a tool for improvement feedback and employer branding.
The feedback email should be concise and constructive, reflecting positively on the company’s organizational culture and the recruiting team. An engaging, well-crafted feedback email makes a powerful impression on candidates and can help them prepare better for their next interview.
As the HR department, it is important to craft feedback that is specific to the candidate, highlights strengths, and suggests areas for improvement while also being professional, courteous, and supportive.
We’ve provided you with two interview email samples to help you craft an effective email.
1. Positive interview feedback email
2. Unsuccessful interview feedback email
How to document interview feedback for your hiring team
Documenting interview feedback maintains consistency, fairness, and transparency in the hiring process for you and your team.
Here are some tips on how to document interview feedback:
- Use a feedback template: A standardized interview feedback template, as the one you can download below, provides a structured framework for capturing feedback on specific criteria, so that you can compare and analyze candidates objectively.
- Manage correspondence: An Applicant Tracking System (ATS) allows you to store all interview-related correspondence and documentation in one centralized system. Feedback, interview notes, and other information are accessible and can be referred to when making hiring decisions.
- Focus on the defined criteria: Document feedback that specifically relates to how well candidates meet or exceed your criteria. This aligns feedback with the intended evaluation metrics.
- Timely documentation: Document interview feedback promptly after each interview. This maintains accuracy and ensures that feedback is fresh in your mind.
- Maintain consistency: Ensure that all interviewers follow the same process and are consistent when providing feedback. This enables meaningful comparisons between candidates.
Interview feedback template
An interview feedback template provides a standardized format for interviewers to record their observations, assess key competencies, and offer constructive feedback on a candidate’s performance in an interview.
The primary purpose of an interview feedback form template is to ensure that all interviewers use a consistent approach in their evaluations, leading to fairer and more objective hiring decisions. Additionally, a well-crafted feedback template supports interviewers in providing clear and actionable feedback to candidates, which can be invaluable for their professional development.
Other interview feedback tools
More and more companies are acknowledging that providing meaningful post-interview feedback is essential for maintaining a positive candidate experience. Beyond Excel- or Word-based templates, new tools are emerging to help streamline and support the process. These platforms allow recruiters and hiring managers to provide structured, timely, and even AI-assisted feedback, ensuring candidates receive clear insights into their performance.
Let’s take a look at a couple of vendors in the interview feedback space.
Important note on data privacy
Before using any AI-powered interview feedback tools, it’s essential to review their data privacy policies and security measures. Because these tools process potentially sensitive candidate information, it’s important to ensure they comply with relevant data protection regulations (such as GDPR or CCPA) and provide secure data storage and handling. Check whether the platform allows for anonymization, data retention settings, and access controls to safeguard candidate confidentiality.
Noota
Noota automatically transcribes and analyzes interview conversations, generates structured feedback reports, and highlights key candidate responses. AI-powered insights help you extract candidate strengths and areas for improvement based on spoken responses, making feedback more objective and data-driven.
GravityWrite Interview Feedback
AI-powered GravityWrite enables you to create professional and personalized candidate feedback based on interview transcripts and notes. You can set up customized feedback templates with predefined criteria, reducing the time spent on crafting detailed responses.
Insight7
Insight7 uses AI to evaluate interview quality, ensuring that the process is structured, fair, and effective in selecting the right candidates. It also provides in-depth candidate evaluations by analyzing qualitative feedback on skills, experience, and cultural fit. Additionally, it assesses interviewer performance, offering insights into techniques and practices to promote a consistent and unbiased hiring process.
Key takeaways
- Interview feedback is vital: It gives candidates insights for growth and improvement and enables employers to make informed hiring decisions.
- Offer effective feedback: Be specific and constructive, and offer actionable pointers.
- Be empathetic: Avoid being overly critical and keep the candidate’s feelings in mind when providing feedback.
Learn more
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