Interviewing Candidates: Providing Feedback

Being able to provide a candidate with a concrete reason as to why they are not being invited for the next round of interviews, or, why they did not get the position is extremely important for a positive candidate experience. When weeks go by from an initial interview and the company does not get back to candidates with any answers or feedback, it is hard to keep the candidate engaged and feeling positive about your company. In a Talent Trends report conducted by LinkedIn, 83% of employees surveyed expressed that a negative interview experience could change their minds about a company they previously liked. What can you do to help keep a candidate confident and positive about their interview process?


Read further for tips on interview feedback and generating a successful interview experience:


1: The Employer as a Brand

Acquiring feedback from candidates can help the employer’s brand. Understanding what was successful and unsuccessful in an interview can help refine the employer’s interview process. Candidates are four times more likely to consider or recommend a company for future opportunities if constructive feedback was provided. Your interviewing process has a direct impact on your company as a brand. It is important to hone in on the relationship aspect between you and your candidates during the interview process.


2: The Employer and Candidate Relationship

CareerBuilder study found that 58% of workers surveyed reported that they were less likely to buy from a company they applied to if they didn’t receive feedback. If your job posting is to increase your candidate pool, let them know. Candidates want to hear updates and feedback on how the interview went and why they are or aren’t moving forward in the hiring process. This is an opportunity to take the time to communicate with candidates and give them a positive experience that will in turn leave them with a favorable opinion of your company.


3: Feedback to a Candidate

A study conducted by LinkedIn found that 94% of candidates wanted interview feedback. Always follow up with candidates with news, good or bad. It is important to provide constructive feedback in an unbiased way. One of the benefits of working with an external recruiter is that it allows the external recruiter to polish your feedback in a constructive way and provide the candidate with a reason as to why or why not they didn’t get the position. Candidates will more likely feel good about themselves and the company they interviewed with even if they didn’t get the position.


Try not to fall into the negative stereotypes of the interview process that hinder you and your company. Providing a candidate that’s not been selected encouraging feedback can turn them into an advocate for your brand. For more detailed tips on how to provide feedback to interviewees, check out Undercover Recruiter’s article.