True story. In May I applied for a job at a local council. The interview was online. I won’t go into details, but what caught my attention was the feedback I received. Some people are paid to tell you only empty words or to fabricate a reason for not giving you the job.
I am sure you will be disappointed, but I must stress that the standard of applicants for this role was very high and the decision was a difficult one to make. There are no specific comments I can give you with regard to your interview, but I would be pleased to consider an application from you in the future should a suitable opportunity arise.
Feedback received from the HR department in a public institution. How cool isn’t that?
Giving feedback after interviews is an important part of the hiring process. It allows candidates to learn from their experience and improve their chances of success in future interviews. It also helps employers to identify and address any areas where their interview process could be improved.
Unfortunately, not all employers provide feedback after interviews. A survey by CareerBuilder found that only 20% of candidates receive feedback after a job interview. This is a missed opportunity for both candidates and employers.
There are a number of reasons why employers may choose not to give feedback after interviews. Some employers may feel that it is too time-consuming or difficult to provide feedback. Others may be afraid of giving negative feedback and offending the candidate. Still others may simply not see the value in providing feedback.
However, the benefits of giving feedback after interviews far outweigh the costs. For candidates, feedback can help them to identify their strengths and weaknesses and to improve their interview skills. It can also give them peace of mind and help them to move on from the experience. For employers, feedback can help them to improve their interview process and to hire the best possible candidates.
Why templates are not good enough
Some employers use templates to provide feedback after interviews. While this may save time, it is not always the best approach. Templates can be generic and impersonal and they may not address the specific strengths and weaknesses of the candidate.
A better approach is to give personalized feedback. This means taking the time to review the candidate’s resume, cover letter and interview notes and to provide specific feedback on their skills, experience and qualifications. It is also important to be honest and constructive and to offer suggestions for improvement.
The SCARF Theory
When giving feedback, it is important to be mindful of the SCARF theory. This theory, developed by David Rock, suggests that there are five domains that are fundamental to our sense of identity and self-worth:
Status: Our need to feel respected and valued.
Certainty: Our need to feel safe and secure.
Autonomy: Our need to feel in control of our own destiny.
Relatedness: Our need to feel connected to others.
Fairness: Our need to feel treated fairly.
When giving feedback, it is important to be aware of how our words and actions might impact the candidate’s sense of self-worth in these five domains. For example, we should avoid using language that is critical or demeaning and we should focus on providing constructive feedback that will help the candidate to improve.
Offensive feedback
“We’ll call you back in a few days.”
“You’re not qualified for this job.”
“You’re overqualified for this job.”
“You’re not the right fit for our company culture.”
“You’re too old for this position.”
“You’re not as good as the other candidates.”
Good feedback
“You have a lot of great skills and experience, but I think you could benefit from further developing your communication skills.”
“I was impressed with your knowledge of the industry, but I think you could have done a better job of explaining your thought process during the interview.”
“You have a lot of potential, but I think you need to be more confident in your abilities.”
“I was really impressed with your passion for this job, but I think you need to do some more research on the company.”
How to ask for feedback
You can send a thank-you note to the interviewer and ask for their feedback.
You can contact the recruiter and ask for feedback.
You can attend a networking event and ask people who work at the company for feedback.
When asking for feedback, it is important to be polite and respectful. You should also be specific about what kind of feedback you are looking for. For example, you might ask for feedback on your resume, cover letter, interview skills or qualifications.
