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Giving feedback after interview

Iwona Nowak

Hello,

I had a couple of interviews recently and I needed to reject all the candidates as they were not suitable for the role. One of the candidates got back to me asking for specific feedback. We felt that he was a great cultural fit, he had relevant experience; however he was nervous throughout the whole interview and didn't ask enough questions about the role itself, the team etc.

What would you advise to say to the candidate? Should I be honest with him and tell him that we felt that he didn't ask enough questions during the interview. Is it appropriate to mention that he was very nervous? 

I would appreciate your comments and advice.

Thanks,

Iwona.

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  • Hi Iwona and welcome to the Community, even if we do seem to have been a little critical of this first posting (but I hope you would agree, constructively so)

    I think most of the key points are covered above: Interviews are not simply a matter of candidates (or interviewers) "ticking boxes" or asking the right number of questions or not seeming nervous. If we had not worked for months, or were returners after illness or other absence, would not we all be anxious to please, and perhaps not demand too many answers from our interviewers?

    One of the best junior appointments I even made was a candidate who seemed disinterested until I gave up on the structured interview I had intended (I agree with Robey that "scoring" interviews is a good way to ensure that genuinely essential and desirable issues are accounted for and assessed fairly and meaningfully) and asked why, with his excellent experience and knowledge, he was not more engaged with the role on offer?

    His answer was that he knew he would not get the job, as a previous (bullying) manager would give a reference recording his dismissal for violence. He had, it seems, been cornered by this manager and pushed past him to get away from his abusive haranguing. The manager slipped and fell, then had the now-candidate disciplined for "punching" him to the floor. (Witnesses to the incident notwithstanding).

    So, just to be contrary, I appointed him!

    He turned out to be an excellent worker and within 12 months had been promoted to a supervision role.

    ....And in your case, all is not lost. If his nerves were the only reason for not appointing, why not say that you had concerns regarding his apparent lack of confidence, but on reviewing the interviews you would like to offer him the role, if he is still interested?

    It's your game and your ball: You chose who gets to catch it (note that is NOT a reference to that so-called-game currently inescapable on our TV screens).

    You're allowed to change your mind!

    P

  • in reply to Peter

    Peter: (note that is NOT a reference to that so-called-game currently inescapable on our TV screens)." It doesn't appear on our TV screen - i've never even heard of it.  Oh,,,, I just typed this and realise you are probably talking about football.   Ho, Ho, silly me.

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