You currently have a mission-critical position to fill and a fairly tight deadline to hire a qualified person to do the job. You have posted the position on your website and other outside resources like Monster, CareerBuilder, Indeed and Craigslist.

What comes next is a stack of resumes. Followed by the interview process. In 2019, you’re competing with many other companies to find the best talent. You can’t afford a slowdown in your process. The top candidate could be hired by your competitor. But you need to proceed strategically so you don’t hire the wrong person.

The Interview Feedback Review Process

You pick up the first resume and encounter some mission statements like…

  • “Motivated individual seeks challenging position for personal and professional growth”
  • “Industry expert and thought leader available to implement revenue-ramping methodologies.”
  • “Professional guru with proven track record of driving key performance metrics seeks next challenging opportunity.”

…and you then proceed to read through four more pages of the resume. Buried in the resume amid the industry keywords and buzzwords is the information that is relevant to your open position. After reading about 10 of these resumes, you can’t remember which candidate had which qualifications. It’s a good idea to organize the applicants into categories like “Unqualified”, “Potential” and “Top Prospect” as you are reviewing the resumes so you can focus on the shortlist of more qualified candidates when you revisit them.

The next step in the process is to make every effort to forward only the best applicants to your manager for review, so you don’t waste the manager’s time and earn his/her confidence that you understand the critical needs.

Obtaining Interview Feedback

One of the most challenging aspects of the hiring process is about to occur… obtaining useful feedback from your staff during this review process. No matter how many employees you engage in the hiring process, it’s important that you gather the feedback in a consistent and meaningful way. One of the best ways to standardize feedback is to create candidate evaluation forms and request that they are filled out by your managers and staff during the review process.

Candidate Evaluation Forms For Interview Feedback

What is a candidate evaluation form? It’s a tool that allows members of the hiring team to rate applicants based on the same criteria.

How Does a Candidate Evaluation Form Improve Recruiting?

1. It ensures each interviewer is thorough in their evaluation
2. It speeds up the interview feedback process
3. It helps prevent bias in job interview evaluation
4. It measures hard and soft skills
5. It simplifies collaboration among your hiring team
6. It helps differentiate candidates with near-identical qualifications
7. It saves time when first-round rejected candidates are considered for future positions
8. The systemized scoring increases the usefulness of your talent pipeline database

Standardize Interview Feedback

Utilizing multiple choice, ratings or scale questions when requesting feedback may prevent receiving vague reasons they are not interested and emails that are difficult to interpret. While you will find feedback questionnaires helpful during the review process, you will find them even more necessary after the applicant has been interviewed.

When each member of the hiring team contributes to the interview feedback form, you elevate the entire process. Each person’s perspective and expertise improves the scoring. The result? You will find best-fit employees quickly.

Job Interview Evaluation Comments Samples

Here are some examples of effective interview feedback evaluation forms. You can modify them as appropriate for the specific position. For example, if the position requires additional skills not listed here, add the skills to the first evaluation sample.

Interview Feedback Examples (Pre Interview)

Very often the manager reads the candidate’s resume and uses a gut feeling to determine if the candidate should be considered. They may even make a judgment based on the resume format, the number of jobs and where they went to school. If you ask the manager exactly what it is they liked or didn’t like, you will receive more meaningful information and can make a more informed decision about whether you should invite this candidate in for an actual face to face interview.

Pre interview questionnaire

Examples of Effective Manager Feedback Questions (Post Interview)

The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. It is recommended that the skills or competencies needed to be successful in the job are listed so the interviewer can explore these areas during the interview and rate each candidate effectively. Please note the two different examples below.

Negative/Positive Interview Comments Example #1

Post Interview 1-1

Post Interview 1-2

Post Interview 1-3

Negative/Positive Interview Comments Example #2

Post Interview 2-1

How Job Interview Feedback Fits in the Applicant Journey

Job interview evaluation influences other applicant touchpoints. As such, it can help you improve job descriptions, interview scripts, and other candidate communications.

It also helps members of your hiring team become better at evaluating candidates. It’s a key best practice for any company that is serious about improving hiring outcomes.

Benefits of a Structured Interview Feedback Process

  1. Avoids typical evaluations of candidates that may be filled with ambiguity, superficial statements, and generalizations.
  2. Your hiring decision is based on objective information that the candidate’s skills match your job or project requirements—not because they are an excellent resume writer.
  3. The standardized evaluation questions point out the different opinions of the interview/ evaluation staff and help raise any red flags about the candidate.
  4. Ensures your hiring process is in compliance with the Equal Employment Opportunity Commission (EEOC).
  5. Helps avoid costly hiring mistakes.
  6. Using multiple selection methods helps to ensure you are choosing the best candidate–No single technique on its own can predict on-the-job performance and success.
  7. Streamlines the process and ensure a better, fit—increasing employee retention and productivity.