A well-crafted candidate experience is essential for any company that wants to stand out from the competition. While writing a personalised job offer and optimising the recruitment time are increasingly common, the candidate feedback interview restitution remains marginal.

Post-interview feedback is underestimated, but providing it to unsuccessful applicants is crucial when it comes to strengthening your company’s image while helping candidates improve their future applications. Focus on the importance of the candidate feedback interview and practical tips to make it successful.

Why is the candidate feedback interview so important in recruitment?

Post-interview feedback improves a company’s image

In 91% of cases, a poor candidate experience will result in negative reactions from applicants ( candidate experience barometer 2024). This figure can be explained by the growth in online evaluation. Candidates can share their bad experience in just a few clicks on specialist sites like Glassdoor or on social platforms like LinkedIn, which has millions of users.

The consequences of a poor candidate experience on brand image are proven, so what is the cause? The number one cause is precisely not answering an application (62%). This makes it easier to understand the importance of post-interview feedback. This step can turn a potentially negative experience into a positive opportunity for the company thanks to the good candidate reviews.

Provide a positive and useful candidate experience

For candidates who will not make it any further in the recruitment process, understanding the reasons why means that they are not left in the dark. Through post-interview feedback, they receive from the recruiter a review of their strengths and the things they may be lacking. They can go on to redirect their job search by focusing on positions in which they can express their strengths, and favour companies that are a match for their needs and expectations.

Apart from being useful, holding a feedback interview is a mark of consideration. Companies that convey values of respect will neglect this step at their peril. They run the risk of being accused of lacking honesty.

Expand your talent pool

The candidate may not match the position to be filled today, but things could be very different the next time you are recruiting. It could save you valuable time if you can get back in touch. The feedback interview is a great way to end things on a good note and keep candidate’s contact details in your talent pool.

Find meaning in your job as a recruiter and develop your soft skills

Candidates are not the only ones who can benefit from a feedback interview! By giving feedback, recruiters feel useful and contribute to the professional development of applicants. Knowing that they have been of assistance provides meaning and satisfaction. Also, giving personalised feedback forces them to think constructively and objectively, and to develop their communication, empathy and listening skills.

How to conduct a successful candidate feedback interview 8 tips and best practices

Prepare the feedback by reviewing your notes

Giving personalised post-interview feedback is not something you should improvise. Look over your interview template and your notes to find the objective reasons why the candidate was not selected. Make a note of their strengths so that they can highlight them in their next application. Don’t forget to make sure the other party understands your feedback.

Post-interview feedback should be constructive

Constructive feedback is useful feedback. Be sure to convey your message in a way that is helpful to the candidate. To do this, try putting yourself in their shoes and ask yourself what would help you succeed in your future job interviews. Stick to concrete, factual elements and avoid using words and phrases like “I got the impression” or “I felt like”.

Candidate feedback should not go on forever

Feedback is not a job interview do-over or a counselling session. To remain in control of your time, get straight to the point and structure the conversation, set a framework or even set the candidate straight if necessary. Before your discussion, have a list of points you want to share in front of you and don’t deviate from them.

Telephone, email or in-person interview: how to choose

The feedback interview can be done in different ways. We advise you to use the telephone. Writing can be subject to interpretation and this not the case with an oral exchange (in principle) because the candidate can hear the tone you use to give your feedback.

Note that an in-person interview is preferable if you are recruiting for a high-ranking position such as CEO or CFO.

Illustrate your feedback with examples

Sticking with the idea of understanding and usefulness, we recommend using examples to illustrate your remarks. For example, instead of saying "you could improve your communication skills", say "during the interview, we noticed that some answers were a bit long. You might want to work on making them more concise."

Adopt an empathetic and positive attitude

Showing consideration for the candidate requires empathy. Remember to recognise the candidate’s efforts during the recruitment process and make sure they understand that your comments are intended to help them. Be positive and tell them that if they follow these few recommendations, there is no reason why their job search should not be successful.

Offer some advice

For a positive candidate experience, you should go a little further and adopt a coaching approach. The recruiter should not only explain the reasons why the applicant was not selected, but also offer advice. Don’t be afraid to point out areas in which the candidate can improve for future interviews.

Depending on the candidate’s strengths and specifics, you can also point them in the direction of a certain type of company. For example, a very autonomous person who enjoys adapting to new situations will feel better in a start-up culture than in a large group where departments, processes and roles are in silos.

Invite the candidate to provide their own feedback

The exchange should also be beneficial for the recruiter, so why not ask the candidate to offer their own feedback? In this way, your practices can evolve and you can adapt the recruitment process in the interest of on-going improvement. Asking applicants for feedback is also a sign of respect and consideration.

To sum up, the candidate feedback interview is an exercise that benefits everyone involved: the applicant, the recruiter and the company. Over to you!