{"id":18281,"date":"2022-05-31T15:48:29","date_gmt":"2022-05-31T15:48:29","guid":{"rendered":"http:\/\/twg-build.co.uk\/yourcode\/?p=18281"},"modified":"2022-09-07T09:12:44","modified_gmt":"2022-09-07T09:12:44","slug":"signs-a-career-as-a-data-scientist-is-for-you-2","status":"publish","type":"post","link":"http:\/\/twg-build.co.uk\/akarecruitment\/signs-a-career-as-a-data-scientist-is-for-you-2\/","title":{"rendered":"How to Give Interview Feedback to Unsuccessful Candidates"},"content":{"rendered":"

[vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern”][vc_column][vc_column_text]Nobody likes to be the bearer of bad news, but giving feedback to unsuccessful candidates after interview is actually one of the kindest things you can do; as long as you do it well. If done correctly, interview feedback can boost a candidate\u2019s confidence and help them to improve for their next interview, where they can hopefully be successful. So how do you give effective interview feedback?<\/span><\/p>\n

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  1. Thank them for their time<\/b><\/li>\n<\/ol>\n

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    It\u2019s likely that candidates have spent many hours and much effort researching and preparing for your interview. They may have had to rearrange important commitments, including work, in order to fit the interview into their schedule. It\u2019s only polite to recognise this and thank them for their time.<\/span><\/p>\n

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    2. Give praise<\/b><\/p>\n

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    Bad news is always better received between two pieces of good news or praise; this is know as the compliment sandwich. Before explaining why the candidate was unsuccessful, begin with something they did well; whether it was their demeanour, their knowledge or their experience – you\u2019ll always be able to find something! Don\u2019t forget to end on a positive as well.<\/span><\/p>\n

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    3. Be honest<\/b><\/p>\n

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    It can be tempting to try to minimise where someone is lacking but in the long run, this doesn\u2019t actually help them. Be honest about why the candidate was unsuccessful rather than showering them with cliches and empty answers. This will help them to address these areas to help them improve for next time.<\/span><\/p>\n

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    4. Be tactful<\/b><\/p>\n

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    While it\u2019s important to be honest, it\u2019s not necessary to be brutal. Clearly, it\u2019s essential to remain professional at all times, but their are other things to bear in mind when dealing with this delicate situation. Aim to structure feedback in a way that will best help the candidate. For example, if you noticed that a candidate was nervous during the interview, stating this as a weakness may not in fact be helpful as they are likely aware of it themselves and practicing to try to improve their interview performance. Can you instead aid this by suggesting some useful tips?<\/span><\/p>\n

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    5. Be helpful<\/b><\/p>\n

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    Rather than simply stating a candidate\u2019s deficiencies, try to give concrete, actionable advice for how to improve. Afterall, if the candidate had known this previously, they may have been successful, so if they can work on your advice for next time they may be successful in the future.<\/span><\/p>\n

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    6. Don\u2019t compare<\/b><\/p>\n

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    It\u2019s not necessary to compare candidates; stating that another candidate has more experience or qualifications doesnt\u2019 help the unsuccessful candidate and will likely make them feel worse.<\/span>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"

    Nobody likes to be the bearer of bad news, but giving feedback to unsuccessful candidates after interview is actually one of the kindest things you can do; as long as you do it well. So how do you give effective interview feedback?<\/p>\n","protected":false},"author":1,"featured_media":18677,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[204],"tags":[],"_links":{"self":[{"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/posts\/18281"}],"collection":[{"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/comments?post=18281"}],"version-history":[{"count":2,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/posts\/18281\/revisions"}],"predecessor-version":[{"id":18284,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/posts\/18281\/revisions\/18284"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/media\/18677"}],"wp:attachment":[{"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/media?parent=18281"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/categories?post=18281"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/twg-build.co.uk\/akarecruitment\/wp-json\/wp\/v2\/tags?post=18281"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}