Giving feedback after interview

Hi Iwona

I agree with Lesley that nerves for me are never really a downside to a candidate as long as the rest of the interview went fine. Clearly not too nervous an individual if they have asked for feedback instead of just accepting the decision.

Anyway I digress, I think I'd word it as something like "another candidate just slightly had the edge as they asked a number of questions very relevant to the role which we felt demonstrated their understanding of the role and our business more than other candidates".

(PS - could it be they didn't ask enough questions because the interview actually covered all they wanted to know? Could it be the other candidate asked more questions because they actually needed clarity on some aspects, or didn't understand the role? )

Agree wholeheartedly with colleagues: unless brash self confidence etc is an essential requirement for the role, it's incomprehensible to me that someone otherwise suitable gets rejected just for being nervous. Often, such candidates prove far more genuine than those with a shiny veneer of self assurance.

And if you tell someone they didn't get the job because they were nervous and if the nervousness is connected with any 'protected characteristic' then it's an unlawful discrimination claim waiting to happen.

Thank you for your reply David, as mentioned previously this role requires an individual to be very confident and calm. The fact that the candidate was very nervous was not the main reason why he was rejected.

I've just read this thread with interest. We have a situation where a candidate has attended an interview and trial day in our manufacturing site. He came across as polite and personable, he had the potential physical skills for the role but the overwhelming impression that was gleaned quite independently by various staff members involved in this process was that he would be too laid back and unreliable. He misinterpreted some emailed instructions regarding the duration of the trial day, (requesting a 1pm start for a trial day clearly stated to be running 9-5) was then late to the trial day itself and couldn't confirm whether his train was late or he'd missed the earlier one. From various comments he made throughout the day the impression was gained that he would too laid back in his approach and casual towards punctuality which would not fit within a very busy section working to tight deadlines. How do you give feedback on that without causing offence?

You be honest. This isn't about being laid back its about his ability to be reliable. He should be made aware of the impression he is creating. Tell him this. It may help him far more in the long term than some well meaning polite vague feedback

Thanks for your swift feedback Keith, it is much appreciated

Thank you Peter, I'm preparing what I hope is a balanced and constructive feedback response to cover the positives and negatives which hopefully he will find helpful going forward.

Thank you Peter, I'm preparing what I hope is a balanced and constructive feedback response to cover the positives and negatives which hopefully he will find helpful going forward.