30 Best Candidate Interview Feedback Examples

thumbnail Interview Feedback Example

As a hiring manager, you will most likely interview a large number of applicants and you should make use of this number to create favorable word-of-mouth referrals and a positive impression of your organization.

We can also use statistics to illustrate the value of the interview feedback further. According to research, 52% of candidates are more likely to stay in contact with companies if they have given interview feedback.

However, 41% of candidates say that they never have received interview feedback even though 94% of them want to receive it.

interview feedback examples: statistics

Another important component of creating a seamless interview process is using the right interview feedback examples.

So, you need to read our article to equip yourself with the best interview feedback examples and learn about interview feedback best practices, why interview feedback matters, how to ask for candidate feedback, and more!

Without further ado, let’s dive deeper and explore the interview feedback process for both candidates and interviewers!

Embrace Feedback After Recruitment

The true feedback journey begins after recruitment. Continuous feedback should be a part of any workplace. If your organization is remote or using Microsoft Teams regularly, then the best feedback platform for you and your people is beyond the shadow of a doubt, Teamflect. With customizable feedback templates and options for external, anonymous, and 360-degree feedback, Teamflect is the best feedback tool in the Microsoft Teams ecosystem.

Exchange feedback seamlessly inside Microsoft Teams!
No sign-up required.
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10 Positive Interview Feedback Examples

To reinforce the candidate’s strengths and build confidence, you need to use positive interview feedback examples. When candidates understand their strengths, they can make their future career choices accordingly.

Moreover, using positive interview feedback examples will help you deliver your negative interview feedback without damaging the confidence of candidates.

1. Positive Interview Feedback Example About Communication Skills:

Your ability to communicate is outstanding, and you did a great job expressing your ideas and experiences. Your communication skills can be an asset to our department.”

2. Positive Interview Feedback Example About Keeping Up With Industry Trends:

You have shown that you have a thorough understanding of the industry and that you are eager to keep up with developments in the field. This quality not only drives personal development but also contributes to growth on organizational level.”

3. Positive Interview Feedback Example About Teamwork:

You have demonstrated a strong capacity for teamwork by emphasizing your contributions to group initiatives and collaborative experiences. This capacity to collaborate effectively can make you a key player in our team.

4. Positive Interview Feedback Example About Flexibility:

You demonstrated a high degree of flexibility, as well as the capacity to prosper in a variety of environments and successfully navigate difficulties. This capacity to be agile in varying environments can help you contribute to our HR department when new challenges emerge.”

5. Positive Interview Feedback Example About Problem-Solving:

Throughout the interview, you have shown a proactive approach to problem-solving by offering alternative solutions. Your wit and problem-solving skills are among your most valuable qualities.”

6. Positive Interview Feedback Example About Leadership:

“Through your prior experiences, you have demonstrated exceptional leadership skills and your capacity to inspire and mentor a team. You gave us the impression of a leader who can drive success by being an inspiration for her team.”

7. Positive Interview Feedback Example About Time Management:

“Your exceptional time management skills demonstrate that you can set priorities and carry them out. Your time management skills can provide a significant advantage in our fast-paced business setting.”

8. Positive Interview Feedback Example About Enthusiasm:

You demonstrated a sincere interest in the organization and its principles and a genuine desire to help the company succeed. Your enthusiasm about working in our organization distinguishes you from other candidates.”

9. Positive Interview Feedback Example About Work Ethic:

“You showed evidence of a strong work ethic by going above and beyond in prior positions. This gives us a positive first impression regarding what you can accomplish in our company.”

10. Positive Interview Feedback Example About Professionalism:

We think professionalism is one of the core qualities that a candidate should possess. You made a good impression by being professional and having a positive attitude during the entire interview.”

10 Constructive Interview Feedback Examples

Constructive interview feedback examples allow you to provide insights into areas that need improvement without discouraging candidates from pursuing other career opportunities. This type of interview feedback will help them improve their skill sets through a future-oriented perspective.

1. Constructive Interview Feedback Example About Demonstrating Current Skills:

To demonstrate your current skills and expertise, try adding instances from more recent events to the discussion of your experiences. This will showcase your ability to stay up-to-date and relevant in your field, a quality highly valued by employers.”

2. Constructive Interview Feedback Example Effective Communication:

“To effectively communicate your professional background and main qualities, think about honing your elevator pitch. This will enhance your ability to succinctly convey your strengths and make a memorable impression on potential employers.”

3. Constructive Interview Feedback Example About Modesty and Confidence:

“Strive to strike a balance between modesty and confidence when talking about your accomplishments. This approach will project a more nuanced and self-aware image and demonstrate both your achievements and humility.”

4. Constructive Interview Feedback Example About Problem-Solving:

When talking about your problem-solving abilities, think about using more precise examples to illustrate your reasoning in more detail. Providing specific instances will give depth to your problem-solving skills, allowing interviewers to better assess your capabilities.”

5. Constructive Interview Feedback Example About Succinct Answers:

“Try to make your answers more succinct while making sure all the important points are addressed. This will improve the clarity and impact of your responses, ensuring that key information is effectively communicated.”

6. Constructive Interview Feedback Example About Quantifiable Contributions:

“To demonstrate the impact of your contributions, think about including additional quantifiable information in your responses. This will add a measurable dimension to your achievements, providing concrete evidence of your value to prospective employers.”

7. Constructive Interview Feedback Example About Confidence:

“Improve your confidence to boost your interview performance as a whole. Confidence is a key element in making a positive impression, showcasing your self-assuredness in your abilities and qualifications.”

8. Constructive Interview Feedback Example Group Initiative Descriptions:

“Try to give more precise information about your participation in group initiatives so that you can highlight your own contributions. Providing detailed insights into your role will emphasize your strengths within a team setting.”

9. Constructive Interview Feedback Example About Responses to Obstacles:

“Think about going into more detail about how you deal with obstacles and failures, highlighting the lessons you’ve learned. This depth will showcase your resilience and capacity for growth, essential qualities in overcoming challenges.”

10. Constructive Interview Feedback Example About Company Values:

“Focus on modifying your answers to more closely reflect the objectives and core values of the organization. This adjustment will demonstrate your awareness of the company culture and your commitment to aligning your contributions with its mission.”

10 Negative Interview Feedback Examples

Negative interview feedback is difficult to give and receive but it is a valuable learning opportunity. Despite the challenging nature of receiving interview feedback, it will benefit the candidates in the long run.

However, you need to pair your negative feedback with positive feedback examples so your candidates can embrace the negative aspects of their performance without losing confidence.

1. Negative Interview Feedback Example on Lack of Preparation:

“You’ve shown that you didn’t prepare for the interview, which led to your lack of understanding of our company goals and its principles. Demonstrating thorough preparation is essential in showcasing your commitment to aligning with the company’s mission and objectives.”

2. Negative Interview Feedback Example About Inefficient Communication:

“Your replies were not clear and concise, which made it difficult for the interviewer to understand your background and abilities. Clear and concise communication is crucial in conveying your qualifications and making a strong impression.”

3. Negative Interview Feedback Example About Dismissive Tone:

“You asked certain questions with a dismissive tone that made it difficult for you to communicate effectively during the interview. Maintaining a respectful and engaged communication style is vital in demonstrating your interpersonal skills and professionalism.”

4. Negative Interview Feedback Example About Stress Management:

“You demonstrated a lack of ability to cope with stress and pressure, which caused your performance on scenario-based questions to suffer. Showing resilience and maintaining composure under pressure is essential for success in dynamic work environments.”

5. Negative Interview Feedback Example About Failure to Acknowledge Weaknesses:

“When talking about difficulties faced in prior employment, you neglected to admit your past failures and draw lessons from them. Acknowledging and learning from challenges is a sign of self-awareness and a key aspect of personal and professional development.”

6. Negative Interview Feedback Example About Lack of Time Management Skills:

“You showed a lack of time management abilities, which led to incomplete responses to important questions. Effective time management is crucial in demonstrating your organizational skills and ensuring that you can handle responsibilities efficiently.”

7. Negative Interview Feedback Example About Lack of Passion:

“You showed a lack of passion for the job and the organization, which made me concerned about your long-term dedication. Expressing genuine enthusiasm and commitment is vital for building a lasting connection with the company.”

8. Negative Interview Feedback Example About Interruptive Behavior:

“You tended to cut the interviewer off and disrupt the flow of the discussion. Demonstrating active listening and respectful communication is crucial in establishing a positive and collaborative interaction.”

9. Negative Interview Feedback Example About Ambiguous and General Answers:

“You answered in an ambiguous and general manner, neglecting to highlight particular accomplishments and contributions. Providing specific examples and details is essential in showcasing the depth and impact of your experiences.”

10. Negative Interview Feedback Example About Failure to Identify Areas for Improvement :

“Your failure to identify areas requiring improvement impedes personal and professional growth and demonstrates a need for more self-awareness. Recognizing areas for development is a crucial step toward continuous improvement and career advancement.”

Interview Feedback Best Practices

interview feedback examples: best practices

1. Provide Specific and Unbiased Feedback

Interview feedback should be specific because concrete candidate feedback examples will paint a clearer picture for candidates to understand their strengths as well as their weaknesses.

It’s best to avoid depending on generalizations to empower your candidates and help them reflect on their performance more comprehensively. This approach not only highlights your professional attitude but also fosters a transparent dialogue that will contribute to the candidate’s development in the future.

2. Offer Constructive and Actionable Feedback

Constructive feedback will allow you to frame your insights positively and focus on how candidates can improve their skills, attitude, and performance.

You can offer actionable feedback regarding their performance and direct them toward the resources that they may use to improve their skills.

3. Encourage Professional Development

As an interviewer, you need to guide candidates toward professional development. Providing them with guidance not only helps them in their career journey but also contributes to a positive hiring experience for both parties.

You can suggest courses and mentorship opportunities and point out the relevant areas they need to focus on to improve their skills.

4. Document Feedback Right After the Interview

Providing interview feedback right away makes it more accurate and impactful since the human mind is prone to forget the details over time. So, it’s best to provide interview feedback while they are fresh in your mind.

5. Safeguard Confidentiality and Data Privacy

You should treat information provided by the candidates with the utmost sensitivity as it is paramount to establish confidentiality and data privacy in the feedback process. To ensure confidentiality, establish secure systems for storing feedback information.

You can also limit access to specific personnel and uphold ethical standards to build trust with candidates. When you commit to data privacy, you’ll create a professional interview environment that strengthens the reputation of your organization.

6. Approach with Sensitivity

Being rejected after a job interview is difficult and it may negatively affect the candidate’s mental health. So, you need to be sensitive while providing negative interview feedback. Try to acknowledge the feelings of disappointment and recognize the candidate’s efforts.

Approaching the candidate with sensitivity, not only softens the impact of the bad news but also upholds the dignity of the candidate.

7. Highlight The Positive Aspects

Highlighting positive aspects of a candidate’s performance and qualities will help you deliver the negative feedback without offending them.

Acknowledge their contributions as much as you can to help them focus on the areas that need improvement. Adopting a positive attitude during the interview will help them focus on the future career opportunities.

8. Prioritize Honesty in Feedback

Candidates deserve honest feedback so they can improve their skills and attitude. Your interview feedback can be more on the positive or the negative side but being honest will benefit both the applicant and your company.

If you need to address the negative aspects of a candidate’s performance, you can pair negative feedback examples with positive interview feedback examples to avoid damaging the candidate’s confidence.

20 Simple Interview Feedback Phrases You Can Use

It can be tricky to give interview feedback but by using these interview feedback phrases you can communicate the interview results more easily.

These interview feedback phrases are presented under a variety of categories including technical expertise, communication skills, adaptability creativity, and so on.

You can use these interview feedback phrases as inspiration and create a seamless interview experience both for you and the candidate.

Feedback Phrases After A Successful Interview

  1. Interview feedback on technical expertise:
    • You demonstrated excellent technical proficiency and problem-solving skills. Your extensive knowledge was apparent particularly when responding to challenging technical questions.
  2. Interview feedback on communication skills:
    • You have excellent communication skills. Your thoughts were clearly and precisely communicated, which led to an interesting discussion.
  3. Interview feedback on industry knowledge:
    • It was clear that you had an in-depth understanding of industry trends. Your answers demonstrated a thorough understanding of the difficulties and possibilities facing our industry.
  4. Interview feedback on interpersonal skills:
    • Your ability to interact with people was evident. It was really impressive how well you were able to communicate with the interviewees and cooperatively share your ideas.
  5. Interview feedback on company knowledge:
    • You demonstrated an extraordinary understanding of our company’s mission and principles. Your perceptive questions and answers revealed a sincere desire to contribute meaningfully to our team.
  6. Interview feedback on adaptability:
    • You were capable of adjusting to a variety of situations. Your quick thinking and adaptability to unforeseen obstacles are key qualities for our fast-paced workplace.
  7. Interview feedback on problem-solving skills:
    • Your methodical and efficient approach to problem-solving was impressive. With a rational approach, you demonstrated agility to identify and solve problems.
  8. Interview feedback on leadership qualities:
    • Your shared examples demonstrated your leadership skills. Your skills to inspire and mentor others were shown by your project management and team-building experiences.
  9. Interview feedback on creativity:
  10. Interview feedback on time management:
    • It was clear that you managed your time well. The requirements of our organization are well-aligned with your capacity to effectively manage your workload and prioritize projects.

Feedback Phrases After An Unsuccessful Interview

  1. Interview feedback on qualifications:
    • Although your credentials are remarkable, we believe your experience may go beyond what is needed for this position. We are looking for someone whose background more closely matches the duties of the role.
  2. Interview feedback on experience:
    • It doesn’t seem like you have enough experience in this particular field to meet the requirements of the position. Based on the demonstrated experience, it can be difficult to adjust to the demands of the work.
  3. Interview feedback on communication skills:
    • Your communication abilities did not meet our desired level of collaboration. The function requires effective teamwork and clear communication, therefore progress in these areas is crucial.
  4. Interview feedback on industry knowledge:
    • It was clear from your answers to situational questions that you needed to learn more about this industry. To succeed in this position, one must have a deeper understanding of the issues facing the industry.
  5. Interview feedback on confidence:
    • There was a lack of confidence in the way you provided solutions to technical challenges. Your performance in problem-solving settings would be improved with a more confident approach.
  6. Interview feedback on adaptability:
    • Adaptibility in unexpected situations seems to be limited. In our fast-paced workplace, exhibiting adaptability in managing unforeseen obstacles is essential for success.
  7. Interview feedback on teamwork:
    • During the interview, teamwork skills were not sufficiently displayed. Our team depends on effective collaboration, so it’s advised to put even more focus on demonstrating teamwork skills.
  8. Interview feedback on initiative:
    • We anticipated hearing more about the proactive actions you took in your prior positions. It would be better to place more of an emphasis on demonstrating initiative if you were applying for this job.
  9. Interview feedback on attention to detail:
    • Your answers were not as detailed as needed, particularly when it came to addressing certain situations. Your overall performance in the interview will be strengthened if you pay more attention to detail.
  10. Interview feedback on problem-solving approach:
    • Your approach to problem-solving seemed a little stiff. Asking about different approaches and exhibiting a more flexible mentality while handling complex problems will prove helpful in subsequent interviews.

Why You Should Give Feedback After Interviews

why you should give feedback after interviews

Giving post-interview feedback is one of the overlooked aspects when it comes to job interviews. However, providing candidates with interview feedback will help them concentrate on their professional growth and learn from the negative interview experiences instead of focusing on feelings of disappointment.

Here are the key benefits of giving interview feedback:

1. Improves the interview experience: Regardless of how successful the candidate was, by providing interview feedback you will demonstrate your respect for the candidate’s efforts and time spent for preparing for the interview.

2. Creates a Positive Impression: Giving interview feedback will position your company as a place that cares about people’s experiences. As a consequence, you will improve word of mouth and attract talent more easily.

3. Encourages Professional Development: Providing candidates with interview feedback is a valuable practice that not only helps the candidate improve their skills but also gives back to the industry since it contributes to creating a more skilled workforce.

4. Boosts Candidates’ Confidence: Receiving interview feedback is an indicator that your efforts and contributions are being acknowledged. Therefore, when you give interview feedback, candidates will feel more at peace with themselves even if they are unsuccessful.

5. Helps in Redefining Career Goals: Your interview feedback will help candidates understand to what roles they should apply and in which fields their skills can be most valuable. With your career advice, they can make better decisions regarding their professional journey.

6. Improves Your Recruitment Practices: When you implement interview feedback, you can encourage employers to learn from candidates’ feedback. By using interview feedback as a hiring practice, employers can reflect on how fair their methods are.

How To Ask For Feedback From Candidates

How To Ask For Feedback From Candidates

The key to asking for interview feedback from candidates is simplicity. Below you can find tips on how to ask for interview feedback by incorporating simplicity as a core principle:

1. Let them know you care about what they will say

You need to communicate the significance of their feedback on improving your hiring practices. So, you can give candidates a heads-up by telling them you are going to ask for interview feedback.

An effective way of increasing the chances of receiving interview feedback is making them aware of how valuable their feedback is. Even when the interview results are negative, they will be appreciative of you asking for interview feedback because they will know their input is valuable.

2. Establish anonymity to encourage honesty

Providing feedback is always difficult and providing interview feedback is not an exception. Candidates might feel the pressure of facing judgment and other negative consequences after giving candid feedback especially if they are waiting for their final assessment.

When they don’t fear the repercussions of their feedback, candidates may freely comment on company practices that need improvement.

By providing your candidates with the option of anonymous feedback you can collect candid and authentic responses to improve your future recruitment practices.

3. Make the process convenient

To make sure that you are not putting your candidates off, you can opt for short feedback surveys. This practice not only shows respect for the candidate’s time but also makes the process more effective since people tend to get distracted while completing longer surveys. 

4. Motivate them with incentives  

Candidates will be more motivated to provide feedback when there’s something in it for them. Even the smallest incentive can make them more enthusiastic to take part in the feedback-sharing process. In fact, your incentive can be as simple as a thank you message.

Written by Duygu Soysanli

Duygu is a content writer who enthusiastically writes useful content about the dynamic world of HR.

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