How to Give (and Solicit) Meaningful Feedback During the Interview Process

Feedback is one of the most underutilized tools in the hiring process. Done well, it can elevate candidate experience, drive continuous improvement for interviewers, and lead to better hiring outcomes. Done poorly—or not at all—it can leave candidates confused, disengaged, or frustrated, and cause hiring teams to repeat the same mistakes.

Whether you're a recruiter, hiring manager, or candidate, learning how to give and ask for feedback is essential to building a more effective and human-centered hiring process.

Why Feedback Matters

• For candidates: Feedback creates clarity, shows respect for their time, and offers a path for growth—even if they’re not selected.

• For interviewers: It helps calibrate decisions, reduce bias, and refine interviewing skills.

• For the hiring team: It leads to better alignment, faster decisions, and a stronger employer brand.

How to Give Meaningful Feedback

1. Be Timely

Feedback loses impact the longer you wait. Whether a candidate is moving forward or not, aim to provide feedback within a few days of their interview.

2. Be Specific

Vague comments like “not a fit” or “didn’t wow us” don’t help anyone. Instead, reference specific observations tied to the skills, experience, or behaviors being assessed. For example:

• ✅ “The candidate demonstrated strong project management skills but struggled to articulate how they’ve led cross-functional teams.”

• ❌ “Not enough leadership experience.”

3. Balance Positives and Areas to Improve

Start with what went well, then share constructive areas for development. This builds trust and increases the likelihood that your feedback will be heard and appreciated.

4. Tie It to Role Requirements

Anchor your feedback to the needs of the role and company priorities, rather than personal impressions. This keeps it objective and fair.

5. Be Thoughtful With Rejection Feedback

If you're providing feedback after a rejection, keep it honest but empathetic. Focus on growth areas without making it feel personal.

How to Solicit Feedback as a Recruiter or Candidate

1. Ask Open-Ended Questions

Instead of “How did that interview go?” ask:

• “What stood out most about the candidate’s experience or approach?”

• “Were there any hesitations or areas where you wanted to see more?”

For candidates seeking feedback:

• “I’d really appreciate any thoughts you have on where I could improve for future opportunities.”

2. Normalize the Practice

Encourage a feedback culture by making it part of your process. After each round, debrief with interviewers and ask for structured input.

3. Use Scorecards and Structured Notes

Encourage interviewers to use clear criteria and written scorecards. This helps eliminate bias and ensures consistency in the feedback you collect and deliver.

4. Close the Loop

If a candidate gives you feedback about their experience, positive or negative, acknowledge it. Let them know it’s heard and being used to improve the process.

Feedback Pitfalls to Avoid

• Being overly harsh or personal

• Avoiding feedback entirely because it’s uncomfortable

• Using “culture fit” as a vague reason for rejection

• Not collecting feedback from every interviewer, leading to one-sided decisions

Building a Feedback-Driven Hiring Culture

If you're looking to improve your hiring process, start by prioritizing feedback. Train interviewers on how to give it. Create a process for how to collect and share it. And most importantly, model it—by asking for feedback on your own performance as a recruiter or hiring manager.

When feedback becomes a habit, hiring becomes a lot more collaborative, inclusive, and effective.