The hiring process doesn’t end when the interview is over. How you give feedback can boost your employer brand or harm it. Sharing clear, helpful feedback, especially with candidates who aren’t selected, builds relationships, improves your hiring process, and helps candidates grow. Done well, feedback keeps your talent pipeline strong and sets you apart in a competitive market.
In this blog, we will break down how to provide effective, actionable feedback that candidates appreciate and avoid common mistakes that leave a bad impression, and why it’s important to also hear what the person you’re interviewing has to say about the process.
Why Feedback to Candidates Is Essential
-
76% of job seekers say they never hear back after an interview, 94% want feedback, whether they’re hired or not.
-
Feedback fosters trust, boosts your positive employer brand, and enhances the candidate experience.
When feedback is delivered promptly and with care, it becomes a powerful tool for both the candidate and the employer. It helps candidates understand their strengths and areas for improvement while keeping them open to future roles within your company and allow them to continue with their job search.
The Do’s of Providing Interview Feedback
Now we know why lets jump into effective interview feedback techniques after an interview and examples you should be thinking about or already implementing in your hiring
1. Capture Feedback Immediately After the Interview
Don’t wait until memories fade. Use structured feedback forms and interview notes to ensure feedback is accurate and fair, as this improves quality and fairness during the recruitment process.
2. Offer Constructive Feedback That’s Clear and Specific
Vague comments like “Not the right fit” don’t help. Instead, mention interview performance elements, like how they answered specific questions or where they lacked depth. Use examples you noted during the interview to allow for positive feedback that’s constructive.
3. Keep Feedback Concise and Actionable
Candidates value insights they can apply to future interviews or roles. Avoid rambling or over-explaining. Help candidates understand what they did well and what to work on next time.
4. Deliver Feedback Promptly
Waiting weeks to share feedback sends a bad signal. Ideally, feedback should be delivered within 48 hours. Feedback delivered late can feel like an afterthought.
5. Make Sure Your Feedback Is Constructive and Respectful
Even when sharing negative feedback, keep your tone professional and encouraging. The goal is not to criticise, but to guide.
6. Give Interview Feedback to Candidates at All Stages
Even those who didn’t make it past the first round deserve acknowledgment. This reinforces a respectful hiring process.
7. Tailor the Feedback to the Role
Feedback for a senior leader should differ from that for an intern. Speak to the expectations, competencies, and performance levels for the specific position.
8. Use a Consistent Feedback Process
Keep feedback fair by aligning it with the same criteria used during interview evaluations. Bias-free and standardized feedback protects your employer brand.
9. Emphasise a Positive Interview
Highlight where the candidate did well. Recognising strengths reinforces confidence and keeps doors open for future roles.
10. Help Candidates Feel Seen
Use their name, refer to moments from their interview, and show that you paid attention. Personalising feedback boosts its impact and warmth.
The Don’ts of Interview Feedback
These are the things you want to avoid when giving feedback during the recruitment process.
1. Don’t Be Vague or Generic
“Not the right cultural fit” or “others were stronger” says nothing. Be transparent about what was missing whether that be experience, communication, or technical skills.
2. Don’t Focus on Personality Over Performance
Stick to interview-related feedback. Avoid making assumptions about personal traits.
3. Don’t Delay Feedback
Silence after an interview is frustrating. Candidates are left in limbo, questioning their performance and your process. Make sure you always return feedback to unsuccessful candidates too, which will help them going into future job interviews.
4. Don’t Provide Legally Risky Feedback
Never mention age, gender, religion, or any protected characteristics. Keep feedback aligned to job requirements.
5. Don’t Overpromise
Telling someone, “We’ll keep you in mind,” when you won’t, leads to mistrust. Be honest, yet respectful, about outcomes.
Why You Should Ask for Candidate Feedback
It’s easy to think of interview feedback as something you only give to candidates, but the best hiring processes go both ways.
Asking candidates how they felt about their experience is not just a thoughtful gesture as it is a smart way to uncover what’s working, what’s not, and how you can make the process better for everyone. It shows that you care about people, not just positions, and it can lead to stronger hires and better relationships down the line.
Candidates See What You Can’t
Candidates get a unique, real-time glimpse into your recruitment process. Their perspective reflects not only how interviews are conducted, but also how your company communicates, respects time, and treats people.
This is invaluable data that internal hiring teams may overlook due to proximity or bias. Asking for their feedback helps reveal blind spots and friction points that may turn off top talent.
Strengthens Your Employer Brand
How people feel about your company matters more than ever, meaning you want to have a strong employer brand in 2025. People want to always here feedback but most normally never do.
This gap represents a major missed opportunity for companies to stand out. When you close the loop and also ask candidates for their input, it shows you want to give a positive candidate experience and care about your employers.
Supports Fair and Inclusive Hiring
When you ask for feedback, you’re signalling to candidates, especially those from underrepresented backgrounds, that their voice matters. Y
ou’re also more likely to uncover ways your hiring process may unintentionally exclude or discourage certain groups. This is especially important when hiring internally, where feedback can strengthen talent development and reduce turnover.
Enhances Candidate Experience (and Talent Pool Loyalty)
The candidate who didn’t get the job today may be the perfect hire next quarter, or even a future customer or advocate. By asking them to share their experience, you keep the door open for future opportunities and reinforce a positive brand memory, even if the outcome wasn’t in their favour.
Drives Continuous Improvement in Hiring
Candidate feedback can also be it’s a practical tool for HR teams. It can help you:
-
Refine your interview questions.
-
Improve interviewer behaviour and preparation.
-
Shorten hiring timelines.
-
Fix logistical or communication gaps.
You can even pair this with feedback analysis tools or AI assistants to help create a hiring program that works.
How to Ask for Feedback from Candidates
Getting actionable feedback from candidates starts with simplicity, transparency, and a sense of mutual respect. Here’s how to approach it effectively:
1. Let Them Know Their Feedback Matters
Instead of simply sending a survey, explain why you’re asking for feedback. Let candidates know their input will directly help improve the hiring process. When people understand the purpose, they’re more likely to take part and share honest insights.
Example message:
“We’re always looking to improve our hiring experience. Your feedback, even if things didn’t work out this time, helps us do better. Would you be open to sharing a few thoughts?”
2. Offer Anonymity
Honesty is easier when candidates know their responses won’t affect their standing. Especially if they’re still in the process (e.g., pending feedback or in the final stages), make it clear their input is anonymous and used only for internal improvements.
3. Keep It Short and Focused
Time is precious. Use short, focused surveys or feedback forms. Ask questions like:
-
“How clearly was the role described to you?”
-
“Did you feel respected throughout the process?”
-
“Was the communication timely and transparent?”
-
“What would you change about our hiring process?”
Avoid long forms as most wont want to
4. Offer a Small Thank-You or Incentive
Sometimes, a simple token of appreciation goes a long way. Whether it’s a kind note, a resource recommendation, or even a LinkedIn endorsement for effort, acknowledging a candidate’s time shows thoughtfulness.
How Mexa Solutions Can Help
At Mexa Solutions, we understand that meaningful feedback is a two-way street and often the missing link between great candidates and successful hires. That’s why we take an active role as the bridge between candidates and hiring managers. We help ensure feedback is shared clearly, promptly, and in the right tone, whether it’s passing on constructive insights to candidates or gathering their impressions of the interview process.
Our approach supports a smoother and more respectful hiring experience, strengthens relationships, protects your brand, and keeps top talent engaged for future opportunities. Let us help you close the feedback loop and raise the bar in how you hire.
Final Thoughts
At its core, the interview process is about more than just filling a role. It’s about people. Giving thoughtful feedback shows candidates that you respect their time, effort, and interest in your company. It gives them a chance to grow and leaves a lasting, positive impression of your business, even if they don’t get the job. That kind of care and professionalism builds trust and helps strengthen your reputation as an employer
On the other side, inviting candidates to share their thoughts about the interview process is just as important. Their feedback can highlight things you might not notice internally, whether it’s how clear your communication was, how welcoming your team seemed, or where the process felt confusing or rushed. When you listen and learn from those insights, you create a better experience for future candidates.
FAQs: Interview Feedback Best Practices
How soon should I send feedback after an interview?
Ideally, within 48 hours. The sooner, the better. Prompt feedback shows that you value the candidate’s time and helps them process the experience while it’s still fresh.
How can I make sure my feedback isn’t biased?
Stick to role-specific criteria and structured evaluation forms. Avoid vague terms like “not a good fit” and don’t comment on personality or assumptions. Focus on performance and interview content.
Should I use a feedback template?
Yes, having a simple, structured format helps keep your feedback clear, fair, and consistent across candidates. But personalize it enough so it doesn’t feel robotic or generic.
This blog was written by Simon Bath, Director and Founder of Mexa Solutions.