Giving feedback after an interview doesn’t have to be complicated, but it can make or break someone’s experience – whether it is the candidate or the HR team. If you have ever been stuck wondering “What should I say?” or “How do I make this useful?”, having a few solid interview feedback examples can make all the difference.
This guide is packed with over 35 examples of interview feedback that are clear, constructive, and easy to personalize. You will find templates for both HR and candidates, covering everything from praise to areas of improvement.
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Interview Feedback Examples: At A Glance
| What To Keep In Mind | Example | |
| Positive Interview Feedback | – Highlight strengths specific to the role – Provide honest feedback and be specific to show genuine appreciation – Link the positive feedback to their potential impact on the team | “Your expertise in project management and ability to handle multiple tasks stood out; it’s clear you could drive our team’s efficiency.” |
| Negative Interview Feedback | – Be constructive and focus on areas for improvement – Avoid personal criticism and focus on the behavior or skill gap – Offer actionable suggestions for growth | “We noticed a gap in your data analysis skills, which are vital for this role. We recommend exploring advanced Excel or Power BI courses to strengthen this area.” |
| Skill-based Feedback | – Evaluate technical or role-specific competencies objectively – Provide examples from the interview to clarify the feedback – Suggest relevant skill-building resources if needed | “Your coding skills in Python are impressive, but improving your familiarity with machine learning frameworks could make you a stronger candidate.” |
| Behavioral Feedback | – Focus on observable behaviors demonstrated during the interview – Reflect on how these behaviors align with the company culture – Highlight both strengths and areas for development | “You demonstrated great adaptability in problem-solving scenarios, but we’d like to see more examples of how you take initiative in team settings.” |
| Communication-Based Feedback | – Assess clarity and conciseness while ensuring confidence in responses – Address communication gaps tactfully – Encourage practice or training if communication is a weak point | “Your answers were thoughtful, but improving how you structure responses could make your communication more impactful in future interviews.” |
What Makes A Good Interview Feedback?
Here’s the formula for creating effective and impactful interview feedback:
1. Clarity
Provide detailed interview feedback that is specific and easy to understand. Avoid vague language to ensure candidates and HR know exactly what worked and what didn’t.
2. Constructiveness
Focus on actionable insights that help candidates improve. Constructive feedback highlights areas for growth without discouraging the candidate.
3. Timeliness
Provide feedback promptly after the interview. Timely responses maintain engagement and show professionalism.
4. Objectivity
Base feedback on observable behaviors or responses related to the candidate’s interview performance, not personal opinions. Objectivity ensures fairness and reduces bias.
5. Balance
Include both strengths and areas for improvement. Balanced feedback gives a full picture, leaving candidates with clear takeaways.
???? Something to think about
93% of employers plan to continue conducting job interviews remotely.
(Source)
What Are Some Examples Of Positive Interview Feedback?
Let’s start with positive interview feedback examples first.
Skill-Based Feedback
- “Your strong proficiency in data analysis was evident during the discussion on your previous projects. The depth of your experience aligns perfectly with our needs for this role.”
- “You demonstrated excellent coding skills, particularly in Python, and your explanation of solving complex problems showed your ability to tackle challenges efficiently.”
- “Your ability to streamline workflows using project management tools like Trello and Asana impressed the team. We believe this can greatly benefit our processes.”
Keep In Mind:
- Identify skills that stand out and directly relate to the role.
- Be specific about how their skills can impact the team or projects.
- Suggest additional skills that improve their profile further.
Behavioral Feedback
- “Your adaptability shone through when you explained how you successfully handled unexpected challenges in your previous role. It’s a quality we highly value.”
- “The leadership examples you provided were inspiring, especially how you motivated your team to achieve tight deadlines without compromising quality.”
- “You displayed a strong sense of collaboration, sharing how you actively contributed to cross-departmental projects to achieve common goals.”
Keep In Mind:
- Comment on behaviors that align with company culture.
- Address how their actions reflect teamwork, adaptability, or leadership.
- Highlight behaviors that need refining for future growth.
Communication-Based Feedback
- “Your responses were clear and well-structured, making it easy to understand your approach to problem-solving.”
- “You convey your ideas with confidence and professionalism, which will help you in client-facing roles.”
- “The way you articulated complex technical concepts in simple terms was impressive, demonstrating your excellent communication skills.”
Keep In Mind:
- Evaluate clarity, confidence, and organization in their responses.
- Highlight their ability to convey ideas effectively to diverse audiences.
- Suggest ways to improve articulation or presentation style if needed.
Technical Interview Feedback
- “Your understanding of cloud infrastructure, particularly AWS services, was impressive, and the way you handled the live coding task demonstrated your problem-solving skills.”
- “Your ability to debug complex algorithms was evident during the interview, and we appreciated how you explained each step of your thought process clearly.”
- “You showed a solid grasp of database optimization techniques, which aligns with the performance improvements we aim to achieve in this role.”
Keep In Mind:
- Focus on specific technical skills demonstrated during the interview.
- Highlight how their technical expertise aligns with the role’s needs.
- Mention areas for further improvement or advanced knowledge acquisition.
Constructive Ways To Deliver Negative Candidate Interview Feedback
Let’s now explore constructive negative interview feedback examples to help provide actionable and professional input:
Skill-Based Feedback
- “Your presentation skills were promising, but we noticed a gap in your experience with financial modeling, which is critical for this role.”
- “While your coding knowledge was strong, enhancing your understanding of object-oriented programming would make your skill set more competitive.”
- “Your familiarity with marketing analytics tools like Google Analytics was limited, but further training could help strengthen this area.”
Avoid:
- Criticizing without offering improvement suggestions.
- Using overly harsh or dismissive language.
- Addressing irrelevant or unrelated skills.
Behavioral Feedback
- “Your responses indicated a collaborative approach, but we’d like to see more examples of taking initiative in challenging situations.”
- “You demonstrated adaptability, but providing clearer examples of handling conflict could strengthen your profile.”
- “Your enthusiasm was evident, but refining your ability to stay composed under pressure could enhance team dynamics.”
Avoid:
- Generalizing without examples.
- Making it personal or targeting their character.
- Ignoring potential positive traits.
Communication-Based Feedback
- “Your responses were thoughtful, but organizing your answers more clearly could make your communication more effective.”
- “We noticed some hesitation in explaining technical concepts, and practicing with peers could help you build confidence.”
- “Your enthusiasm was appreciated, but being concise in your responses could improve clarity.”
Avoid:
- Focusing only on flaws without highlighting strengths.
- Using vague language that lacks actionable guidance.
- Overlooking improvements that were made during the interview.
Technical Interview Feedback
- “Your approach to debugging was solid, but familiarity with advanced tools like Docker could improve efficiency.”
- “You demonstrated a basic understanding of SQL queries, but learning optimization techniques would make your expertise more robust.”
- “Your knowledge of front-end frameworks was evident, but exploring testing methodologies would strengthen your technical profile.”
Avoid:
- Critiquing minor technical errors excessively.
- Focusing on technical shortcomings unrelated to the role.
- Ignoring the potential for learning and growth.
???? Did you know?
The interview process takes an average of 23 days.
(Source)
How To Give A Positive Interview Feedback To HR
Here’s how you can create well-structured positive interview feedback examples that can help HR refine the hiring process and highlight standout candidates effectively:
What To Include
- Clarity of Process: Share how clear and structured the interview process felt. Highlight if the questions align well with the role’s requirements.
- Interviewer Professionalism: Mention the interviewer’s ability to maintain professionalism, engage effectively, and create a comfortable environment for candidates.
- Candidate Evaluation Criteria: Provide feedback on whether the evaluation criteria were clear, fair, and aligned with the job description.
- Timeliness of Communication: Comment on the efficiency of scheduling, communication, and follow-ups during the process.
- Suggestions for Improvement: If needed, offer constructive suggestions like refining interview questions or improving time management during interviews.
Interview Feedback Template Email
| Subject: Feedback on the Interview Process Dear [HR Representative’s Name], I hope this email finds you well. I wanted to share some feedback regarding the interview process for the [Job Title] position. What Worked Well: – [Highlight positive aspects, e.g., “The process was well-organized, and the communication was timely and professional.”] – [Mention any specific strengths, e.g., “The interview questions effectively evaluated the candidate’s skills and experience.”] Suggestions for Improvement: – [Provide constructive input, e.g., “It may help to include more role-specific scenarios to assess practical skills.”] – [Mention any areas of inefficiency, e.g., “Consider streamlining the scheduling process to reduce delays.”] Thank you for your efforts in making the hiring process smooth and effective. Please let me know if further clarification on my feedback would be helpful. Best regards, [Your Full Name] [Your Job Title] [Company Name] |
Sample Feedback Comments To HR During Interview
- “The interview process was well-structured and allowed for a comprehensive evaluation of the candidate’s skills. The questions were aligned with the job description, making it easier to assess suitability. However, adding more behavioral questions might give deeper insights into the candidate’s fit with the company culture.”
- “I appreciated the professionalism and engagement during the interview. The panel asked insightful questions that encouraged the candidate to provide detailed responses. A slight adjustment to the timing of the interview segments could allow for more discussion on technical skills.”
- “The scheduling process was seamless, and communication was clear throughout. The format worked well to assess both technical and soft skills. Including more scenario-based questions could further strengthen the evaluation process.”
How To Ask Feedback From Candidates
Use this checklist, guided by interview feedback best practices, to ensure a professional and effective approach when requesting feedback from candidates:
- State Your Purpose Clearly: Begin your message with, “We’d like your feedback to improve our hiring process and candidate experience.”
- Use a Professional Greeting: Address the candidate by name and thank them for their time in the process.
- Provide an Easy-to-Use Feedback Link: Include a short link to a feedback survey or form (e.g., Google Forms or Typeform).
- Ask Direct Questions: Examples include:
- “How would you rate the clarity of our job description?”
- “Was the communication from our team timely and clear?”
- “Do you have any suggestions to improve our interview process?”
- Set a Deadline: Add a note like, “We’d appreciate your feedback by [specific date].”
- Offer Anonymity Option: Mention, “Your feedback can be anonymous if you prefer.”
- End with Appreciation: Close with, “Thank you for helping us improve! We value your insights.”
???? It’s worth considering!
69% of HR professionals using hiring automation reported a significant time reduction in the hiring process.
(Source)
Conclusion
Feedback will improve your interview process, but you must ensure you deliver them correctly to prevent any miscommunication. Use these positive and constructive interview feedback examples and tips to create a more effective hiring process. Add these examples to your checklist and refer to them whenever you need guidance.
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FAQs
How to rate a candidate after an interview?
Rate a candidate by evaluating their skills, experience, cultural fit, and responses based on the job requirements. Use a structured scoring system or rubric to ensure consistency and fairness in your assessment.
What are good interview comments?
Good interview comments are specific, constructive, and balanced. For example, highlight strengths such as technical skills or problem-solving abilities, while offering areas for improvement in a professional and actionable manner.
How do you say you enjoyed an interview?
You can say, “I really enjoyed our conversation today and learning more about your experience. It was great to hear your insights and how they align with our company goals.”
What is an example of an interview review?
“John demonstrated strong technical skills and clear problem-solving abilities during the interview. His experience with managing teams aligns with our needs, though improving his familiarity with our industry-specific tools would make him an even stronger candidate.”
